Preventing Burnout in a Hybrid Work World

L-12 Services Burnout 05-2023

In today's world, where remote working has become a norm, preventing burnout in a hybrid working environment is crucial. Burnout can lead to employee disengagement, decreased productivity, and, ultimately, high employee turnover rates. As a CEO, ensuring your company leaders and employees feel supported in their work falls within your purview. In this post, we'll discuss five effective strategies for preventing burnout in a hybrid work environment, emphasizing the importance of internal communication.


Test for Workforce Chaos Tolerance

The first step in preventing burnout in a hybrid work environment is to test your team's chaos tolerance. Hybrid work models involve employees working from home and coming into the office on designated days. This can cause confusion and miscommunication among team members, leading to chaos and ultimately resulting in burnout. It's essential to test your team's chaos tolerance using tools such as the Helix Assessment. Tools such as this allow you to see into the team composition and tailor your goals and communication in a way that meets the team 'where they are' without creating chronic workplace stress and simultaneously supporting healthy boundaries. This allows you to structure your team's work and internal communication accordingly.

Remember, the goal is preventing burnout in a hybrid work world, not simply process improvement or transitioning back to an in-person work environment.


Encourage Regular Check-Ins - Not Just Email & Zoom

Does your leadership or management team have regular check-ins scheduled on their company calendar?

One of the best ways to prevent burnout in a hybrid work environment is to encourage regular check-ins with your employees. As a CEO, or workforce leader, it's essential to show your team that you care about their well-being, and regular check-ins are a great way to do that. During these check-ins, you can discuss workload, success metrics, upcoming projects, employee well-being, stressors, and any challenges they may be facing. This will not only help you gauge their stress levels but also provide them with the support they need to stay motivated and engaged. Regular check-ins can be conducted via in-person meetings or over video conferencing platforms, making them easy to schedule and attend.


Foster an Open Communication Culture when Preventing Burnout

Another essential strategy for preventing burnout for remote workers in a hybrid work environment is to foster an open communication culture. Employees need to feel comfortable expressing their concerns and ideas to their colleagues and managers. This isn't simply about creating better workplace culture, it also creates stronger workplace communities. Encourage your team to share their thoughts and opinions about the future of work in team meetings and one-on-one discussions, not simply via email. This will help to enhance employee engagement and foster a culture of open communication where everyone feels valued and heard, again, preventing burnout in a hybrid work world. Additionally, you can identify potential problems before they escalate and address them proactively, resulting in a better work-life balance and happier, more productive teams.


Ask Your Staff for Innovative Solutions to Hybrid Processes

It's important to involve your hybrid workers in the decision-making process. Encourage your staff to share their ideas and suggestions for improving the hybrid work environment and invite self-assessed productivity conversations. Your employees are on the front lines and can provide valuable insights into what's working and what's not, thereby increasing overall morale and job satisfaction. By asking for innovative solutions, you can identify new ways to improve communication, collaboration, and work-life balance, ultimately preventing burnout. When employees feel heard and valued, they are more likely to be engaged and motivated, resulting in a more productive and successful team.


Establish Best Practices for In-Person Days at the Office

Lastly, it's crucial to establish best practices for in-person days at the office. When employees come into the office, it's important to have a clear understanding of what's expected of them. Establish guidelines for how employees should communicate, collaborate, and prioritize their work during in-person days. For example, you could encourage employees to use the time to meet with colleagues face-to-face and work on collaborative projects that require in-person interaction. Additionally, establish guidelines for how employees should manage their time and workload during in-person days to ensure that they don't become overwhelmed and experience lower productivity. By establishing best practices for in-person days, you can help your employees make the most of their time in the office, resulting in a more effective and less stressful work environment.


Are these strategies effective for preventing burnout, and improving your team's collaboration, communication, and overall performance?

Yes. Hybrid work productivity can outperform previous expectations, and it can negate longer hours and commute times. It's a reflection of company values, creative thinking, and a clear vision. Success in this model is the result of solid operational planning and consistent execution.

It's important to remember that each team is unique, and what works for one team may not work for another. It's essential to listen to your team's needs and adapt your approach accordingly to encourage your team's best work.


How do you prevent remote work burnout?

Be mindful if individuals express problems related to physical symptoms such as irritability, headaches, and feelings of isolation. A strong hybrid policy takes into account the needs of the individual, the workflow of the team, the overall stamina of the workforce, and collective mental health.

To ensure a seamless hybrid work environment, it is essential to focus on internal communication and take measures to avoid employee burnout. By establishing effective channels of communication, such as regular team meetings and one-on-one check-ins, you can keep everyone informed and aligned and bypass creating greater stress due to change. It is also important to foster a culture of open communication where team members feel comfortable sharing their thoughts and concerns. Encourage your team to take regular breaks throughout the day, set reasonable expectations for workload and deadlines, provide opportunities for professional development and growth, and promote work-life balance.

Additionally, offering mental health resources or wellness programs can help support your team's well-being. Creating a work environment that prioritizes communication and well-being can lead to higher job satisfaction and productivity among your team members. In doing so, you'll not only retain your top talent but also attract new talent who are looking for a supportive and engaging workplace, giving your organization a competitive advantage. Ultimately, investing in your team's well-being is an investment in your company's success.

In conclusion, preventing burnout in a hybrid work environment is essential to keeping your employees motivated, engaged, and productive.

Take steps to support your team and employee wellbeing, including testing for chaos tolerance, encouraging regular check-ins, fostering an open communication culture, asking for innovative solutions, and establishing best practices for in-person days at the office.

By implementing these strategies, you can create a work environment that promotes employee well-being and ultimately leads to a successful and thriving business.


Contact us today at 202.415.6987 or if you want to enhance collaboration and engagement. Together, we can create an environment that drives success through effective communication.

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About Lizabeth Wesely-Casella

Lizabeth Wesely-Casella is a skilled strategic advisor specializing in attrition mitigation, workflow management, process improvement, and culture.With over 20 years of experience as an administrator and policy and programming consultant, her work has contributed to successful project outcomes in federal health policy, international program development, for-profit, and non-profit/association management.

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