How to stop your employees from burning out

Being the boss of a small business is nothing like being an employee: a lot more responsibility sits squarely on your shoulders. You might be in charge of marketing, finances, product development, sales, orders and more: and your day won’t end at 5pm. That can make it very tempting to rope employees back in after closing hours – and if they’re receptive and enthusiastic, you mind find yourself communicating with them more and more.

While there’s nothing intrinsically wrong with having an open line of communication and employees who are keen to help, it’s your job not just to run a business but to look after those helping you do it.

A 2018 report from Deloitte found that higher productivity doesn’t always result in long term success. Those employees who are willing to help you out after hours might get you better results in the short term, but they’re sacrificing their free time for your business. As a result, “always on” employees face increased stress, and in time, reduced performance and ultimately burn out.

Many modern businesses utilize digital tools in order to manage orders, sales, and communications. And while computers can be great for getting work done (it’s all too easy to quickly send an email or request), they result in no one ever really being able to put their work away. And in the same way computers can overheat and crash if they’re overworked, your employees can crumble if you push them too hard for too long.

How technology can eat into your employees’ lives.

You know someone has a smartphone. You have just one tiny question, and you know their smartphone is in their pocket. So you send it. And they see it. And no matter what they’re doing, you expect an answer.

But just because we’re all available technologically, doesn’t mean that we should be expected to be available mentally too. Sure, your employees can read your emails after dinner, but that doesn’t mean that they should.

That’s where technology is a bit of a double-edged sword.

On one hand, there’s the convenience of asking someone a pressing question quickly. On the other, there’s the disruptive nature of that question in their life: you can never really know what’s going on on the other end of the connection. Just because you can communicate 24/7, therefore, doesn’t mean that you should: in order to you their best work, your employees need to recharge.

Access how much your employees really ought to be doing.

I was recently told, during a master’s lecture, that in order to have a successful career I need to be available 24/7. Our guest speaker told us, matter of factly, that the person who picks up the phone during a 3am emergency is the one who will receive the promotion.

I sunk back in my chair and thought, ‘well, I guess that’s me out of the race.’

There’s no doubt that when I’m working I commit myself 100%. But when I clock out, frankly, I want to redirect that 100% to my other passions. And if I can’t, I’ll quickly become restless and my productivity will sink. I’ve experienced it before. For me, if answering the phone at midnight is a prerequisite for advancement, I’d rather sleep and keep my sanity. And then, ultimately, probably quit: because giving 100% during set hours should be enough.

People in different roles will need to be available for different periods of time; there’s no doubt about it. But if someone doesn’t need to be plugged in every night, don’t expect them to be. The mental drain of always expecting a text can be far worse than the occasional text itself. As an employer, you need to be aware that a quick message won’t take your employees ‘just five minutes’ – it will create a culture in which will your employee will need constantly check their phone after hours just in case.