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How to Prevent Employee Burnout
May 07, 2019

It’s easier than you think!

In the last Leader Newsletter issue – I gave you 10 questions to help you give role clarity and direction to your direct reports.

Did you ask these 10 questions to ALL your direct reports?

What did they tell you?

What did you learn?

Please hit the “Reply” button and tell me what you actually did as a result of what you learned.

I’d love to hear what actions you took.

And if you haven’t asked these 10 questions to your direct reports – I highly suggest you do.

You and your direct reports are on the same boat – and these 10 questions will help you to make sure you are rowing in the same direction.

Got it?

Good – let’s go …

This May Leader Newsletter issue is about employee burnout.

On one hand—you want hard working, intrinsically motivated direct reports.

On the other—you don’t want to burn them out.

But, are you burning them out—and you are not aware of it?

You want high performers—you don’t want to burn them out, do you?

Here are six questions that will help you find out if you are pushing them too much over the edge:

Use these three GUIDELINES to ask these six questions:

  • First: For each question, ask, ask, and ask some more. Ask as many question as you can.
  • Second: Pay a lot of attention, listen actively, and do your best to understand your direct report’s situation from their perspective.
  • Third: Once you believe you have a good understanding of your direct report’s situation – what will you do about it? What can you do, to the best of your abilities, in order to help your direct report?

    First question:

    Does your direct report feel UNFAIR treatment at work? If so – why is that? What can you do about it?

    Second question:

    Does your direct report feel that she has an UNMANAGEABLE workload? If so – why is that? What can you do about it?

    Third question:

    Does your direct report know WHY she does what she does? If not – why is that? What can you do about it?

    Fourth question:

    Doesn’t your direct report COMMUNICATE well enough with you? If not – why is that? What can you do about it?

    Fifth question:

    Does your direct support feel that you don’t give her good enough SUPPORT? If so – why is that? What can you do about it?

    Sixth question:

    Does your direct report perceive that he lives under unreasonable time PREASSURE? If so – why is that? What can you do about it?

    Use these six questions to learn what it is you can do to prevent burning them out.

    You want motivated high performers – you don’t want to burn them out.

    Conclusion:

    Take great care of your direct reports—thanks to them, your team (the team you lead) delivers expected results.

    Note: According to a recent Gallup’s study, the 5 main causes of employee burnout are:

  • Unfair treatment at work
  • Unmanageable workload
  • Lack or role clarity
  • Lack of communication and support from direct supervisor
  • Unreasonable time pressure




    Questions? Feedback?
    Reply to this Newsletter and tell me what you would like future issues to be about.

    Feel free to re-send this "Leader Newsletter" to your colleagues.

    And click here to see the entire "Leader Newsletter" Archive.

    Most recent 12 "Leader Newsletter" issues:

    Wearing underwear—and your Leadership
    Happy 10-year Anniversary!
    Do you have “difficult” direct reports?
    What will YOU do this New Year?
    Merry Christmas!!!
    One of the most common questions managers ask me
    Can you lead from a non-leadership position?
    Ask - and you shall receive
    Common Leadership Mistakes
    Motivation Fundamentals
    What exactly is “Coaching”?
    Debate vs Discussion vs Dialogue


    See you next month!
    Joseluis Romero - Publisher
    www.Skills2Lead.com
    May 7, 2019. Copyright: All rights reserved
    I publish "Leader Newsletter" on the first Tuesday of every month
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