Tips for Preventing Employee Burnout

In today’s economy, most contractors are running a very lean operation. They’re trying to handle more work with as few people as possible, while still maintaining a core group of employees who will lead the company back to growth when conditions improve. At times like these, it’s important to be on guard against employee burnout, and to recognize and reward the extra effort your employees are making.  Although most employees will probably stick with you while the economy is down, demanding too much of them with too little reward will hurt you in the end. Once the economy turns around they are likely to move on to a more rewarding, less demanding organization — and your investment in them will be lost.

It’s easy to get so busy trying to generate new business that you overlook the signs of employee burnout. Prolonged stress and overwork make your people less patient and more easily angered, which eventually takes a toll on productivity. By the time burnout starts affecting the bottom line, it has already gone on too long.

SIMPLE, EFFECTIVE REWARDS

While generous bonuses and extensive time off may not be feasible right now, there are other cost-effective ways to relieve stress and let your core employees know they are valued:

• Provide additional training and skills development. Younger employees are particularly motivated by such opportunities, and often welcome the chance to be trained in new skills and activities within the company and your industry.
• Give proven performers more input into the decision-making aspects of their work processes. The experience they gain will make them even more valuable when the business cycle turns positive again.
• Reward employees for extra efforts. For example, after your team has met a particularly difficult challenge, consider hosting an impromptu lunch followed by a surprise half-day off. Make it clear the reward is a specific expression of your appreciation for the way they rose to the challenge. The surprise factor not only makes it more memorable, but it also helps avoid creating the impression that this is an entitlement that must be repeated every time there’s a success story.
• Offer impromptu gifts. These are often the most appreciated. Small but spontaneous incentives, such as movie tickets or a complimentary dinner for the employee and spouse, can make an impression that goes far beyond their modest monetary value.
• Take time to celebrate what everyone is doing together. An occasional company barbecue or family fun day does not have to be expensive, but it helps employees maintain a healthy work-life balance so they remain productive. What’s more, the employees themselves are often willing to help organize it.
• Make sure that employees are thanked in a meaningful way on a daily basis. Make it a point to thank employees for specific and concrete contributions, rather than just giving routine pats on the back and “atta boys.”

Finally, remember that a successful recognition program requires time and commitment on your part. Establish a process to ensure that employees are rewarded consistently, not just when you think about it. If necessary, put a trusted manager in charge of implementing and monitoring your rewards and recognition program to be sure it’s achieving your goals and supporting your long-term strategy.  

Keeping your workforce motivated is a special challenge during a tough economy. Contact us to discuss how we can help.