How to prevent burnout – and unlock productivity
Occupational burnout is in the headlines again. Many UK employees will no doubt sympathise with the recent resignation by ex-New Zealand Prime Minster Jacinda Ardern, citing that she no longer “had enough in the tank”.
Arden’s statement has put a renewed focus on the need for businesses to also nip burnout in the bud.
As the UK continues through a period of economic uncertainty, rising burnout and declining employee mental and physical wellbeing is not just a problem for staff – it’s bad for business too.
‘Always on’ culture
Employees have faced a difficult time over the last few years. The pandemic has been followed by soaring inflation, a cost-of-living crisis and unprecedented pressure on healthcare systems.
Hybrid and home working, while bringing benefits, has led to a rise in an ‘always on’ work culture and a deteriorating work/life balance for some employees.
These combined challenges have put a massive strain on the mental health of UK workers, with one in five employees experiencing burnout, according to the latest findings of Vitality’s Britain’s Healthiest Workplace, the UK’s largest workplace wellbeing survey. Elsewhere, businesses are losing up to 80 million hours a year from employee sick leave due to burnout.
The impact of worsening employee mental and physical wellbeing on wider productivity and growth should also cause concern. According to the survey, productivity losses are up 39% since the previous survey in 2019 – leading to an overall economic cost of £127.9bn in 2022.
Tackling burnout culturally
Employee burnout has multiple contributing factors, but often can be attributed to unhealthy workplace culture and toxic organisational structures.
Addressing this isn’t always easy. Line managers are key to understanding how staff feel and offering support, but are often at risk from suffering burnout themselves.
Cultural change requires an integrated and considered approach that starts from the top and prioritised at board level. The good news, however, is that mitigating burnout is undoubtedly a corporate social responsibility, as organisations are increasingly expected to look after people.
According to a recent report published by CBI and Vitality, 82% of UK office workers believe companies have a greater responsibility to support the mental health and physical wellbeing of their employees after Covid-19.
Employers more than ever have a responsibility to not just consider the wellbeing of staff, but positively affect the lifestyle factors they can influence.
Leading by example
Measures might include ensuring employees take adequate annual leave, or managers leading by example and not contacting employees outside of normal working hours.
In addition, a turnkey wellbeing solution offering group private medical insurance (PMI) or a wellbeing scheme for an uninsured workforce is an effective way to support staff. Alongside primary and secondary healthcare services, employer-led schemes are increasingly offering an extensive range of preventative and wellbeing support services too.
Key to tackling burnout is having the services and support in place – and looking at it holistically.
Poor wellbeing can be caused by a range of factors such as lack of physical exercise, poor sleep and nutrition and insufficient time away from work. But without the right levels of employee engagement, positively influencing healthy lifestyle choices can be a challenge.
Engagement is king
Offering an array of rewards, partner discounts and incentives that help save employees money is one way to encourage behaviour change.
Most organisations know they need to signpost benefits and services to employees. However, engagement on a day-to-day basis not just helps support their wellbeing, it can also drive productivity at work.
The Vitality Programme, for example, is informed by the laws of behavioural economics to foster engagement through rewards and partners integrated into the programme.
Through digitisation, via an app, an employer can embed wellbeing benefits that help prevent burnout – such as access to mindfulness tools and savings on spa breaks and weekends away - into an employee’s everyday life.
Positive feedback loops - created through the gamification of activity points and daily targets - help create tangible reasons to get involved. The more employees engage, the more value they get. They are also more likely to stay healthy and be more productive too. This is good for everyone.
Take part in Britain’s Healthiest Workplace survey here.
In partnership with Vitality
At Vitality, we take a unique approach to insurance. As well as providing high-quality comprehensive cover, we provide a complete wellness package that can help boost employee engagement and productivity.
