How to avoid having burned out and disengaged employees

February 21, 2017
Elsbeth McSorley


You say your organization is innovative and flexible, but you’re burning out your employees

It pays to be a leader, not a boss. Your workplace might promote innovation, flexibility, and optimization, but it might be gunning its workers too hard. Today, determination is burned away by out-of-work goals, in-house processes and, well, sheer fatigue. Last decade’s motivation-boosting tips won’t work, because today’s workers are not only disengaged, they’re distracted. Targeting workplace burnout isn’t a mere problem of “how much is too much.” It’s far more in depth than that.

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2017 and role conflict

More than ever, in-house workers are expected to fulfill multiple roles. Your sales manager isn’t only a sales manager. Not anymore. Now, they’re a cross-market analyst, a social media PR worker, and digital marketing idealist. Simply put: Your workers are taking on more weight—and they may not be optimized to do so.

What gives? Well, SMS access and mobile-based social media, for one. Today’s workers are unwittingly fatiguing themselves with instant information access. What can you do? Create less role ambiguity. Your workers are hard-wired to answer analytical questions with their smartphones. Having a digital Swiss army knife in your pocket, however, can make you take on Herculean tasks.


 Did you know your disengaged employees are actively looking for new jobs? Learn how you can increase employee engagement and retention, and get them to want to stay with our five tips!



The need for more social support

In general, your organization should promote a higher degree of social support. In 2017, experts believe in-house social influence will be a major determining factor of motivation, discipline and innovation. Today’s workers are surprisingly social. They just aren’t social in the physical world.

Try incorporating digital feedback. When possible, lead your workers into in-person social meet-ups. If you really want to promote a hands-on, in-person social environment, target them via social media and mobile apps. It’s easier to lead a horse to water when you’re on their turf. No, your workers aren’t farm animals, but they’ll be more receptive to stress-relieving social meet-ups if a digital construct helps them along.

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The need for more recognition

Recognition, too, is a vital component of motivation. believes workplace related stress can be boiled down into these statistics:

  • 46% workload related
  • 20% work-life balance related
  • 6% percent job security related
  • 28% percent people related

While, seemingly, cutting down on the “workload” category might help, evidence suggests that company culture may hold the secret to employee motivation. More importantly: Direct recognition can enhance a worker’s motivation at unparalleled rates. That said, a lack of leadership fait can absolutely contribute to workplace burnout.

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Finding the Status Quo

Rewarding good behavior is a time-honored tradition. Similarly, penalizing bad behavior is a go-to response to combat workplace fatigue. These methods work, but they’re dwindling in 2017’s fast-paced work environment. To encourage productivity, maximize engagement and incentivize better work, you’ll need to rework your idea of compensation.

The status quo isn’t about money, anymore. It’s about job benefits, security and the chance to secure industry advancement. Today’s workers, by and large, are unmotivated by “restrictive” workplace culture. Rules may be rules, but few companies understand the power of positivity. A clap on the shoulder, a handshake and direct communication go a long way. Even better: They’re all free.


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