Middle-management burnout. What are you doing about it?

Burnout among staff is a growing concern for workplaces across Australia.

The Employment Hero has released its latest 2024 Wellness at Work Report. The findings show that Australian workers are feeling the pressure of the cost of living, resulting in increased stress and, most worryingly, high levels of burnout.

The report reveals in 2022, 53% of Australian employees reported feeling burnt out. In 2024, that number has made a significant jump to 66%.

Characterised by emotional exhaustion, depersonalisation, and a reduced sense of accomplishment, burnout can significantly impact both individual wellbeing and organisational performance.

Recognising the signs and implementing strategies to address burnout is crucial for maintaining a healthy, productive workforce. And particularly for middle managers – staff burnout is commonplace as they are juggling their own KPIs and targets along with managing their teams.

Causes of Staff Burnout

The Wellness at Work 2024 report highlights current economic instability and cost of living pressures as key factors impacting individuals’ wellbeing.

Work-life balance is also a challenge for Australians, with 57% rating their work-life balance as average or poor.

Combine these factors with workplace challenges, and it’s no wonder people are feeling burnt out. Burnout often stems from chronic workplace stress that has not been successfully managed.

Key factors include:

Workload: Excessive workloads and unrealistic deadlines can overwhelm employees, leading to prolonged stress.

Lack of Autonomy: Employees who feel they have little control over their work or decision-making processes are more likely to experience burnout.

Poor Work-Life Balance: When work demands spill over into personal time, employees struggle to maintain a healthy balance, increasing the risk of burnout.

Workplace Culture: A toxic work environment with poor communication and support can exacerbate feelings of stress and burnout.

Insufficient Reward: Lack of recognition or inadequate compensation can demotivate employees and contribute to feelings of burnout.

Strategies to Overcome Burnout

To effectively combat burnout, organisations and individuals can adopt the following strategies:

Make self-care a priority

Encourage employees to take regular breaks, take their annual leave and set boundaries between work and personal life. At Bounce, we promote taking time for self-care and we have reframed mental health days to be ‘wellbeing days.’ I encourage the team to use these days as a way of practising regular self-care. A wellbeing day is a way to actively stay ahead of the waves of overwhelm and burnout that comes when we are in crisis. There are no expectations at Bounce that anyone is checking emails at night or on weekends, and the team has the flexibility to do the things they need to do when they need to do it during workdays.

Offer professional development

Providing opportunities for growth and development can help employees feel valued and engaged, reducing the risk of burnout. It can be valuable to offer training that helps build skills around resilience, motivation and self-care – these skills are valuable not just in the workplace but in life. For frontline staff or customer-facing staff, working with clients and customers can be challenging, so learning how to communicate effectively, manage empathy and develop emotional and social awareness is so beneficial. For managers and leaders, coaching skills are essential for getting the best out of your teams. There are so many benefits to creating a workplace culture that encourages lifelong learning and growth.

Foster a supportive environment

Create a culture of open communication where employees feel comfortable discussing their workload and stress levels. Normalising conversations around the challenges we all face makes such a difference. I am open and honest with the team all the time. I tell them when I’m feeling exhausted and need a break from the things that really de-energise me. Asking for help is also a normalised thing at Bounce. No one is expected to go it alone – there’s always someone you can talk things through with and find solutions to problems. I think it can also be beneficial to provide access to external mental health resources and support systems.

Recognise and reward efforts

Regularly acknowledging and rewarding employees’ hard work and achievements is a powerful tool to promote positivity in the workplace. This can boost morale and motivate staff to continue performing well. It doesn’t need to be big or extravagant recognition – a simple acknowledgement of a team member during a staff meeting can be all it takes to show your people how much you appreciate their hard work.

Empower employees

Involve employees in decision-making processes and give them more control over their work. Most people know the feelings that come with being micro-managed—it’s really challenging and takes away their autonomy and agency. We know from self-determination theory that when people feel competent, have autonomy, and a sense of belonging, they are driven towards growth and gaining fulfilment. If you can help meet these three basic needs for your team members, you can increase job satisfaction and reduce feelings of helplessness.

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Final thoughts...

Addressing staff burnout is not only essential for employee wellbeing but also for the overall success of the organisation. By implementing these strategies, companies can create a more resilient and motivated workforce, ready to tackle challenges and achieve their goals.