Reversing cultural decline should not always be ‘top down’
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A culture that fosters transparency, communication, intention, and embeds support channels is crucial to managing workplace burnout, one career and leadership expert has said.
Burnout is never an accident
Kym Nelson, head of careers, leadership, and consulting at OnTalent, said that workplaces need to ensure they prioritise transparency, clarity, and consistency so that everybody knows what they need to do and can do a good job.
Nelson added that an “individualised” approach to burnout is crucial, as “[employees have] different ways of showing when they’re burnt out, [based on] their personalities”.
However, bad leaders who apply pressure at the wrong time and are not supportive can “enhance” burnout, Nelson said. For her, to build culture, workers should feel connected and can contribute to this organisation’s brand and strategic initiative. Further, receiving feedback from workers through one-on-ones, team meetings, celebrations, and surveys is crucial to achieving these outcomes.
“It cannot always be from the top down,” she said.
Every decision feeds into culture
Workplaces must create a safe platform where they can have open and transparent conversations, while celebrating successes as they come, Nelson said.
The “right behaviour” is behind creating this burnout-safe culture, not policy, she said.
“I think it’s [about] valuing your people and every behaviour, whether it’s how you speak, your actions, or how you treat clients on the phone. All these things are setting examples of the way that you want to operate as a business,” she added.
Nelson stressed that workplaces need to ensure clear processes and embed accountability into their culture; on the contrary, she warned that a lack of clarity, vision, and time can often cause organisations to struggle in managing burnout in their workplaces.
“Culture must be designed, not left to chance,” Nelson said.
To stay on top of burnout, workplaces must not only address the issues when signs present themselves but also stay on the front foot with them, she said.
“The key is not to address it once you see signs of it … you really want to get on the front foot of being ‘long-term’ with your culture and your vision,” she said.
RELATED TERMS
Employees experience burnout when their physical or emotional reserves are depleted. Usually, persistent tension or dissatisfaction causes this to happen. The workplace atmosphere might occasionally be the reason. Workplace stress, a lack of resources and support, and aggressive deadlines can all cause burnout.
Your organization's culture determines its personality and character. The combination of your formal and informal procedures, attitudes, and beliefs results in the experience that both your workers and consumers have. Company culture is fundamentally the way things are done at work.
Carlos Tse
Carlos Tse is a graduate journalist writing for Accountants Daily, HR Leader, Lawyers Weekly.