There’s no end in sight to the Great Resignation as employees continue to reprioritize their focus from giving professional work the firstfruits of their lives to now giving their personal life – family and relationships – their firstfruits. Meanwhile, leaders are left in the lurch wondering how to fill numerous open positions in a competitive job market while their existing workforce burns even hotter than usual.
This is a defining moment for leaders who strive to model Christ’s grace and servitude as they lead employees who are worn thin from all that’s being asked of them.
Here are five ideas to consider as you try to minimize burnout at your organization:
Recognize, reward and remind your employees why they matter and why their work matters. Look for ways to connect on a personal level that lets employees know you see them and you understand how much pressure they feel right now.
Determine if employee exits have resulted in unused salary that could be repurposed into one-time bonuses for deserving employees. If not, have you considered a global day off that does not count toward vacation accruals? A complimentary coffee bar or catered lunch?
Consider if this is an opportunity to rethink your organizational chart. To avoid the pinch of ongoing employees covering for departed employees in the future, could you create a small team of individuals who are available for short-term assignments throughout your organization – whether for product launches, covering for parental leaves or for filling in while a position is being hired?
Understand the impact of the pandemic is not over for many groups – for example, parents continue to adjust their work schedules to account for quarantine requirements at their children’s schools and daycares, the latter of which continue to function at reduced capacity. Those with elderly parents may still be carrying extra responsibilities to help keep their exposure low. If your employees request flexibility, approach them with an assumption of positive-intent and grace.
Perhaps most importantly, realize the surge in anxiety and depression across the population due to the pandemic is not a thing of the past (source), especially as holidays approach. Eroding mental health continues to show itself as individuals grapple with a lack of margin in their personal and professional lives. Leaders must understand their overworked employees are often bringing less capacity to the table than they could have two or more years ago.
Leadership can be a lonely place, especially in times of crisis. If you aren’t surrounded by a group of peers who offer you a safe harbor or a mentor who gently pushes your leadership development forward, consider joining a Convene leadership group. You must invest in yourself as much as you invest in your company.
Interested in learning more about Convene’s professional development and peer group opportunities for C-suite executives who strive to grow in Biblical leadership? Registrations are now open for Convene 2022, a three-day conference that will challenge, empower and refresh your perspectives on leadership.