Effective strategies used by Chief People Officers to manage workplace stress and burnout
Insights.
Levels of workplace stress and burnout are rising across a range of industries. Characterised by exhaustion, unmanageable stress levels, and lack of motivation toward one's job, burnout has significant costs for both employees and businesses, leading to absenteeism, reduced productivity, and even high employee turnover.
According to Sonder's Burnout Report 2024, 49% of 2,000+ employees surveyed across Australia and New Zealand reported 'often or always' feeling exhaustion or burnout in the last 12 months. Plus, 52% reported their mental wellbeing as being average to very poor.
To help leaders tackle the issue, VP of People at Dovetail, Lucy Babbage, and Chief People Officer, Alex Hattingh, recently joined us for a webinar to share their top tips for preventing stress and burnout in the workplace. Watch the full recording here, or catch up on the highlights below.
What factors are increasing workplace stress and burnout?
From longer working hours to juggling the demands of a career and caring responsibilities, there are several factors causing rising levels of workplace burnout, including:
- Remote work: Remote working conditions have introduced several changes, particularly when it comes to the use of online communication tools like Slack and Teams. According to a 2022 study, these digital platforms place additional pressure on employees to be responsive and always available to coworkers, even outside of traditional 'office hours'.
- A normalisation of workplace stress: Despite many knowing the significant physical and mental health costs associated with chronic workplace stress, it's still something that's normalised in many workplaces. Recent studies even suggest that 40% of Gen Z workers believe burnout is simply an inevitable part of success, with 'hustle culture' being celebrated in wider society.
- The cost of living crisis: Burnout isn't just a condition that arises from stress in the workplace; it's also compounded by external stressors. As Hattingh explains, "I think the current increase in cost-of-living and insecurity on the job front is also driving trends in burnout. People are feeling the pressure to want to make sure they are viewed as working hard and needed in their role."
What are the risks if burnout and stress are left unmanaged?
There's no denying that burnout is on the rise, causing many to reconsider their current job and even seek out employers who are making employee wellbeing a priority.
Research suggests that 74% of workers are reporting that now is a good opportunity to look for a new position, with workplace support and wellbeing programs proving most attractive for employees.
In fact, our own research found that 47% of employees aren't satisfied with the wellbeing support offered by their current employers, and just 20% admit to truly understanding the support offered and how to access it.
If left unaddressed, workplace stress and burnout can have serious consequences for employees and businesses, including:
- Poor employee health: Research suggests employees suffering from burnout are more likely to experience poor health, from sleep troubles to low mood and beyond. As Hattingh explains, "The health impact of burnout is absolutely huge, with employees experiencing depression, anxiety, burnout syndrome, decreased self-esteem, and in really severe cases, suicidal thoughts."
- Increased absenteeism: The longer burnout goes unaddressed, the more likely employees are to take extended or additional time off. According to the 2019 Absence Management and Wellbeing Survey, absenteeism costs the Australian economy $35+ billion annually in wages and lost productivity.
- Low productivity: Making decisions, solving problems, and creative thinking all become more difficult when experiencing burnout. According to Babbage, "People who are experiencing burnout aren't able to bring their best energy to work on a day-to-day basis, which of course impacts productivity."
- High turnover and quiet quitting: Burnout employees are less likely to find work fulfilling and this lack of satisfaction can lead them to look for opportunities elsewhere. As Babbage explains, "There's a sense of helplessness that burnout can bring that makes people feel like the only thing they can change is getting out of this job, and in some cases, that makes things worse because now you've got to find another job and get to know another workplace."
5 effective strategies to manage workplace stress and burnout
With burnout on the rise, it's vital that employers take proactive steps to create a workplace culture that actively supports stress management at work.
Here are the top strategies employers can implement to manage workplace stress and burnout, according to the Chief People Officers (CPOs).
1. Calendar blocking
With employees feeling like they need to be constantly switched on and contactable, Hattingh recommends calendar blocking to ensure staff are able to prioritise focus time and communicate boundaries.
As she explains, "If focus time is on your calendar, that's non-negotiable - that's non-interrupt time. You'll find it an absolute game changer, so be sure to keep your Slack and Teams status up to date to reflect this."
Hattingh encourages teams to ensure notifications are turned off outside of work hours to allow staff to switch off without distractions. Employers should model this behaviour, ensuring this time is uninterrupted and messages aren't sent or responded to.
"Set boundaries with your team and your manager. Let them know if you are going off to pick up a child at 3pm or going to a yoga class that you'll be back online at 6pm," says Hattingh.
2. Encourage personal days and leave
In Sonder's 2024 Burnout Report, it was found that many employees show a reluctance to take time off, with just 35% reporting having taken time off for mental health in the last 12 months.
With Sonder data showing that there's a dip in stress-related cases (a precursor for burnout) around December and January when most employees take time off for the summer holidays, it's clear using personal days and leave when needed is an integral part of stress management in the workplace.
Employers should encourage employees to take their annual leave and provide the necessary resources to support time off. Along with leading by example and taking your own annual leave as a manager, ensure that the company's policies around annual and personal leave are clear and accessible. You can also encourage employees to plan their leave in advance and to schedule it at a time that works for them and the business.
3. Create a positive work environment
Creating a positive work environment that prioritises wellbeing and supports employees in their roles is essential. Not only does it reduce the risk of workplace stress and burnout, but supportive workplaces are more likely to attract and retain top talent, too.
In practical terms, here's how to build employee wellbeing into your company culture:
- Offer flexible work arrangements with flexible start and finish times that focus on output rather than hours worked
- Consider a hybrid approach to work that allows team members to work remotely from home a few times per week
- Trial modern work week schedules (such as a four-day work week) to allow team members foster a rewarding, fulfilling life outside of the office and come back to their desks refreshed
4. Practise empathetic leadership
Given the complexities of modern work and life today, it's important to incorporate empathy into your team's leadership style. By leading with empathy and showing genuine compassion and care towards your team, leaders in your organisation can foster engaged, resilient teams.
Similarly, psychological safety serves to set the tone for a more balanced workplace, helping to create candour and openness around employee wellbeing, health, and safety. That means fostering an open, authentic company culture where employees feel empowered to express concerns or voice workload challenges without fear or repercussions about whether this will be brought up at their next performance review.
As Hattingh says, "Manager training is really important. The importance of regular check-ins and checking in with your people and observing if someone looks tired or they're not themselves can create space to ask the question and give your team member the psychological safety to say, 'Yeah, I do have a big workload.' Then, work as a team to redistribute work."
5. Lead by example
For employers, it's important to lead by example in the workplace. This may look like conducting regular check-ins and performance evaluations to assess employee wellbeing and identify signs of burnout, so support can be provided.
But it also means setting an example with your own boundaries when it comes to contactable hours and workload expectations.
As Hattingh suggests, "Don't send Slack and Team messages or emails at 10 pm. When you're going through your to-do list, schedule emails to ensure they get sent within work hours. You don't want your employees feeling like they have to be online 24/7."
Keep Reading: Discover how to address manager stress and empower your leaders to provide the right support to your team.
How Sonder can support your team to prevent burnout
Putting the right support in place is key to reducing the likelihood and impact of employee burnout.
Even before your team reaches crisis point, you want to ensure they have access to preventative wellbeing resources to empower them to navigate the early signs of burnout, foster healthy sleep habits and cope with stress through breathwork and meditation exercises.
With Sonder's mobile app, you'll be able to manage workplace burnout before it reaches crisis point. Employees have access to a hub of resources 24/7, including personal wellbeing assessments backed up by tailored articles, interactive courses and content that helps workers take practical steps to improve their daily habits, lifestyle and overall wellbeing.
As a result, employers can ensure they're providing holistic, preventative employee care that's accessible, effective and focused on tackling the root causes of burnout.
Discover how much a modern approach to employee care could save your business with our ROI calculator. Or get in touch with Sonder today to request a demo.
About Sonder
Sonder is a technology company that helps organisations improve the wellbeing of their people so they perform at their best. Our mobile app provides immediate, 24/7 support from a team of safety, medical, and mental health professionals - plus onsite help for time-sensitive scenarios. Accredited by the Australian Council on Healthcare Standards (ACHS), our platform gives leaders the insights they need to act on tomorrow's wellbeing challenges today.
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