Burnout is even more topical than ever. From our last study where we looked at burnout and perfectionism, we saw that 25% of the labor actives were at risk to high risk of burnout. Already 44% of this high-risk group were burned out. This shows once again the high need for burnout prevention.
Since Sept. 1, 2014, stress and burnout have been included in the Belgian Wellbeing Act. This means that in addition to undesirable behavior and aggression, preventing stress and burnout in employees is also a responsibility of employers.
Research also shows that as a happy and engaged employee, you contribute a lot to the company.
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More productive:
As an engaged employee, you are more productive, make fewer mistakes, are more innovative and creative. You also derive more satisfaction from your work, have higher job satisfaction and are engaged and feel energized, vital and proud.
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Less stress:
Because you are happy in your job, you feel good mentally and physically. As a result, you are less sick and fewer accidents also happen. Because you are inspired and engaged, you suffer less from work stress and are also willing to help your colleagues. You feel supported by your colleagues, you form a better team and a team-borne workload feels less demanding.
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More profit:
Good for your employer is that an inspired team performs better. As a result, customer satisfaction increases and sales and profits follow. Consequently, you also feel proud that you get to contribute to a company that is growing and thriving.
What can you do as a company?
How can you work on burnout prevention and ensure motivated employees?
Every employee is unique. That means that there is no golden rule by which you can motivate everyone.
Still, you can take next steps:
Step 1: Map the firm's DNA and your employees' career passport
A career passport maps out the following:
- favorite skills (what can someone do well and does he like)
- the skills to be developed (what would someone like to develop)
- The values (what is important to someone)
Step 2: Get started with the career passport and follow these rules of thumb
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Ensure a good match between company and employee.
Create a win-win by matching the DNA of your company with the DNA of your employees. How do you do this? Match your widemployees' job with what they value (values) and let them do what they like to do and are good at (competencies). Also give them the opportunity for further development. By making this match, your employee is imbued with what they do, which creates more self-confidence, motivation, productivity which ultimately ensures higher retention and a good image of your company.
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Show your appreciation
Rewarding hard work and a great end result with positive feedback makes your employee feel appreciated and is more motivated. Also, celebrate the team's successes so employees also feel encouraged in supporting each other. Through the career passport, you additionally know what your employees value and express your appreciation according to their DNA as well. This additionally increases engagement as well.
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Work transparently and create clarity
Open and transparent communication both about the job and the company creates commitment. You again stimulate a sense of belonging to a group, and clarity about the personal job and goals allows employees to focus and take responsibility. Removing uncertainty reduces feelings of stress among your employees. The career passport also allows you to jobcraft. As mentioned earlier, it increases your employee's motivation by ensuring that your employee can maximize their competencies.
What about you?
And as an employee, you don't have to wait for your employer to get started with this. As an employee, you can map out your own career passport together with a career coach. This way you know what motivates you, what you like to do and in which direction you want to grow. This way you can steer your career further in the direction you want and which will further support your company.