In today’s world, where work is characterised by phrases like, “always on”, “hustle culture”, and “time is money”, success has become almost synonymous with burnout. But Cara-Lisa Sham, industrial psychologist and CEO of digital workplace wellbeing solution, soSerene, says there is another way.
Johannesburg, 3 October 2024: Recognised as an occupational phenomenon by the World Health Organization in 2019, burnout is on the rise worldwide. At the end of 2022, research consortium, Future Forum, revealed that 42% of the more than 10 000 workers it surveyed around the world reported feeling burnt out.
Cara-Lisa Sham, an industrial psychologist and CEO of digital workplace wellbeing solution, soSerene, says workplace burnout arises from a complex interplay of factors. However, she identifies one overarching contributor: “Workplace culture is the most significant driver of burnout when toxic working environments are embedded in the business. This can be through high-pressure working conditions, extensive hours, overloading employees, endless overtime, blurring the lines between work and personal life, expecting 24/7 connectivity, disrespecting personal boundaries or providing preferential treatment to those who are married to their work,” says Cara.
Cara adds that some industries and companies go as far as to glamourise extreme hours and exhaustion, and when these ultimately lead to burnout, it becomes a point of pride. “Individuals start to think it’s a given to feel this way and that if you aren’t feeling burnt out, you’re not doing enough,” says Cara.
Leading By Example
Workplace culture tends to filter down from the top – whether intentionally or unintentionally – and when a business has a culture of glorifying burnout, it’s likely been encouraged by the leadership. “Those who lead a business set the precedent for how work is done within the business, because in essence those who lead ARE the business,” says Cara.
In some cases, leaders may intentionally have set out to create a work-hard-play-hard environment, but these habits can creep into company culture in other ways.
Setting the bar too high may place unrealistic expectations on employees, who then have to work long hours to meet them. If the boss has workaholic tendencies, they may expect the same of their employees – or their employees may automatically feel pressure to emulate them, believing the boss’s behaviour is also expected of staff.
“It therefore becomes extremely important for leaders to foster a healthy workplace culture from the outset and lead by example through their own behaviour, values, and expectations, so that this can filter down authentically to all employees,” says Cara. “If leaders are supportive, nurturing, empathetic, self-aware, and transparent, this creates a positive and supportive work environment, where employees can flourish and grow into their potential. Conversely, if leaders are authoritarian, micromanaging, or disrespectful, toxicity will persist, and staff turnover will increase.”
Quick Wins for a No-Burnout Workplace
“It really is the little things that make the loudest noise when it comes to fostering a balanced and happy workplace culture,” says Cara. “Leading by example and prioritising employee wellbeing can create a massive impact when it comes to employee loyalty, retention, satisfaction and performance. Something as small as greeting your employees by name, showing interest in their personal lives or complimenting them on their recent wins can really lift the overall morale.”
Here are nine quick wins that Cara recommends for getting it right:
1 Quality over quantity: Encourage employees to prioritise quality over quantity, so that they are better able to make well-thought-out, meaningful and purposeful moves and decisions within the workplace rather than churning out sub-par work in haste. Faster is not always better and less is often more.
2 Foster a culture of self-awareness and self-trust: Create an environment where employees can learn to tap into their intuition. When people can act from a place of purpose, they are better able to achieve the desired results than when they’re acting from a place of panic, fear or aimless pursuit.
3 Pause and refocus: Encourage employees to take short breaks throughout the day to help reduce stress and improve focus.
4 Promote physical activity: Offer on-site exercise classes, walking groups, or create a designated exercise area. Step challenges or standing challenges are inexpensive and fun ways to get employees moving and their endorphins pumping. Ultimately this will lead to an improvement in mood and performance.
5 Healthy snacks and drinks: Instead of vending machines stocked with chips, chocolate and fizzy drinks, consider providing healthy snacks and drinks to promote good nutrition. You are what you eat – so if you want good work from your employees, be sure to fuel them with the good stuff!
6 Promote mental health awareness: Mental health has become a lot more of a focus in recent years, but some people still feel uncomfortable talking about it, while others simply lack education around it. Educate employees about mental health and provide resources for support. It is also helpful to normalise mental health days so that employees can work from home when they are not feeling mentally or emotionally able to be around a lot of people.
7 Provide wellbeing tools: Giving employees access to a wellbeing programme like soSerene can help them find balance and manage stress through activities such as yoga, meditation, journalling, stress management tools, and nutritional guidance.
8 Create a relaxing workspace: Encourage employees to personalise their workspaces so that they feel safe and comfortable – after all, the workplace is a home away from home.
9 Acknowledge employees: It’s important to foster a supportive and inclusive work environment where all employees feel valued and respected. Recognising hard work and achievements boosts morale, as does supporting those who are showing good potential. Who knows – that extra bit of encouragement and mentorship may just turn them into workplace stars!
It’s important to remember that these little changes work best when leaders follow the advice themselves. “Bringing positivity and authenticity into the workplace also means embodying these characteristics as a leader,” says Cara. “Show up in the way you would want your employees to show up. When leaders themselves become agents of change, this creates a ripple effect within the organisation that, over time, can help reshape perceptions, thought patterns, behaviours and norms.”