Burnout or Quietly Quit?

The global consulting firm Deloitte recently published a study on burnout. It's a sobering reminder of the challenges that many of us are facing in today's fast-paced and demanding work environment. The pandemic completely changed entire industries. Many are back in the office full-time; some are doing a hybrid schedule; and others may never go back to the cubicle. This adds complexity to workplace culture and how leaders lead their teams.

The survey found 77% of full-time US employees have experienced burnout at their current job, and over half have faced it multiple times. While companies may be offering well-being programs to address stress in the workplace. 70% of professionals feel their employers are not doing enough to prevent or alleviate burnout. I live in Canada and I'll bet the numbers are similar here. 

Workplace Culture

But it's not just about the programs. The survey also found workplace culture plays a big role in preventing burnout. The top driver of burnout cited was lack of support or recognition from leadership, and a quarter of respondents said they never or rarely take all their vacation days. I can relate! 

The survey also found 84% of millennials have experienced burnout at their current job, with nearly half saying they've left a job because they felt burned out. It's a concerning trend, and it highlights the importance of addressing burnout in the workplace. Quiet quitting has crept into our vernacular since the beginning of the pandemic. 

Preventing Burnout

It's not just about offering well-being programs or a supportive workplace culture. It's about creating a holistic approach that recognizes and values the well-being of employees. Here's a thought; if you're a leader, ask them how they are doing rather than always focusing conversations on output and results of their work.

It's a critical issue, and it's time for companies to step up and create a work environment that promotes well-being and prevents burnout. The workday is no longer punching in at 8:30am, taking the standard one-hour lunch break, and punching out at 5pm. We aren't robots; we are humans, and there's a lot going on that may not be related to our work but certainly affects it. AI may be dominating the zeitgeist but it’s my hope we don’t forget the human connection. 

A good place to start is with an honest conversation.

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Bossorius Leadium

A document was discovered several years ago that wasn't dated and didn't have an author’s name on it but from the language, it seemed to be quite old. Recently, I discovered a second document with some additional information that seems to be related to the first one. These could be the earliest known documents on leadership.

Scaredycate Closedoorius | This is the manager who has an “open door policy” when no one is actually in her office. Once the meeting begins, doors are sealed. Anything discussed in meetings are translated to staff, customers, or clients as her ideas.

Likedbyallorus Neediad | Great guy who always has time for you but he deals with no real crises. Any actual staff conflict, culture concerns, or client issues are swept neatly under the finely appointed corporate non-answer area rug.

Speakius Nonactium | She seems to have great ideas that never see the light of day past the promise of will be and someday. The plan sounds promising enough so everyone involved think this time she may be on to something but the pattern of no follow through returns.

Unwantiate Inputarium | Embossed on the front is the phrase “Our People Are Our Strongest Asset”. Through the threshold of the lobby is where that mantra dies a rapid painful death to make room for his benevolent dictatorship.

Whathesaysits Collaboratorus | Employees are reminded the importance of teamwork when his ideas aren’t executed void of input from the team. Significant regular staff erosion is blamed on others.

Lackus Spinearia | She enjoys sitting in her corner office praising people when things are good but is unable to make one concrete decision of any substance that will actually move the company forward.

Perhaps you recognize someone.
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I Got Your Six

ac•count•abil•i•ty
The quality or state of being accountable; an obligation or willingness to accept responsibility or to account for one's actions. Others can count on you; rely on you; trust you.
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We live in a busy world with words tossed around like; collaboration, teamwork, and trust. These are deep human words that can strengthen an organization or deplete it.

A few weeks ago, my car was parked in a lot and I was on a client call. Suddenly the driver of a 10-ton truck parked 50 feet away decided to back up, and back up, and despite my sustained horn, backed up over the front of my car.

We are sorry

Fast forward to yesterday when my insurance company adjuster looked me in the eye and apologized for the inconvenience and mistake they made to the repairs. Yes, you read that correctly. They owned it. They were accountable through their actions.

When you’re in a restaurant and they mess up your meal, you probably don’t want to make a big fuss, you just want someone to fix it. I can’t speak for you, but the last thing I want when I'm trying to enjoy some dinner with others is have an argument with a staff member over an overdone steak.

Are you accountable to everyone on your team?
Is everyone on your team accountable to you?

Years ago, I worked with a guy who had the miraculous ability to never get any on him. He was masterful at strategically being out of the way when bullets flew by and rose to a prominent national position within the organization. He had many talents and brought value but as one of his regional direct reports, I just needed to know he had my back. That was never confirmed.

Leadership is not something we get with our new shiny office. It is not bestowed upon us because it says so on our email signature. We earn it through being accountable.

If we want to gain a unique selling proposition for our company to become a superior choice for our customers, it begins by providing better service to our internal customers – to each other. We all mess up. It's how we deal with it that counts most.

It starts with knowing I got your six and you got my nine.
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Kneale Mann | Leadership Strategist, consultant, writer, speaker, executive coach facilitating performance growth with leaders, management, and teams.

cutestpaw

Leadership Lessons from the Past

A few years ago, I found a document that wasn't dated and didn't have an author’s name on it but from the language, it seemed to be quite old. Recently, I discovered a second document with some additional information that seems to be related to the first one. These could be the earliest known documents on leadership.

Scaredycate Closedoorius

This is the manager who has an “open door policy” when no one is actually in her office. Once the meeting begins, doors are sealed. Anything discussed in meetings are translated to staff, customers, or clients as her ideas.

Likedbyallorus Neediad

Great guy who always has time for you but he deals with no real crises. Any actual staff conflict, culture concerns, or client issues are swept neatly under the finely appointed corporate non-answer area rug.

Speakius Nonactium

She seems to have great ideas that never see the light of day past the promise of will be and someday. The plan sounds promising enough so everyone involved think this time she may be on to something but the pattern of no follow through returns.

Unwantiate Inputarium

Embossed on the front is the phrase “Our People Are Our Strongest Asset”. Through the threshold of the lobby is where that mantra dies a rapid painful death to make room for his benevolent dictatorship.

Whathesaysits Collaboratorus

Employees are reminded the importance of teamwork when his ideas aren’t executed void of input from the team. Significant regular staff erosion is blamed on others.

Lackus Spinearia

She enjoys sitting in her corner office praising people when things are good but is unable to make one concrete decision of any substance that will actually move the company forward.

Perhaps you recognize someone.
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Kneale Mann | Leadership Strategist, consultant, writer, speaker, executive coach facilitating performance growth with leaders, management, and teams.

istock

Are You a Good Citizen?

If you visit here regularly, you may have gathered I have deep passion to help managers become stronger leaders and companies to have collaborative culture. There is ample measurable data available to show any naysayer that a happy workplace creates a more profitable enterprise. This is the work we love doing with clients at the Heart of Culture.

Dr. Bret L Simmons is a professor at the University of Reno. We met years ago through Twitter. We have since connected on the phone to discuss our passions for helping people grow, leadership, organizational development, and culture. I look forward to more chats.

His TEDx Reno keynote takes it one critical step forward.  


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Kneale Mann | Leadership and Culture strategist, writer, speaker, executive coach engaging leaders, collaborative teams, and strong business results.

Bret L Simmons | TEDx Reno

Leadership | Centuries Ago

They May Still Live Among Us

I found a document a couple of years ago and mentioned it here. You may not have seen the post and I think it's imperative that you do. This could be the earliest known document on business strategy.

The authors, date and origin cannot be verified but the information is just as useful today as when it was first penned. The work discusses leadership types and perhaps pointing to its age and origin, the titles are in Latin.

Scaredycate Closedoorius

This is the manager who has an “open door policy” when no one is actually in her office. Once the meeting begins, doors are sealed. Anything discussed in meetings are filtered through the perception of the boss to then be translated to staff, customers or clients as her ideas.

Likedbyallorus Needium

Great guy, super guy, always smiling, always has time for you. He deals with no actual crises. When the bullets fly, he is unfortunately very busy with other issues. As long as things are rosy and fun it’s a great place to work but conflict or client issues are brushed neatly under the finely appointed corporate non-answer area rug.

Unwantiate Inputarium

The office is adorned with a bright four color bound document which outlines the company’s story, plans and mantra. Embossed on the front is the phrase “Our People Are Our Strongest Asset”. Through the threshold of the lobby is where that mantra dies a rapid painful death to make room for Unwantiate Inputarium’s benevolent dictatorship.

Lackus Spinearia 

Much like Pompom Nobadnoos, this type of leader sits in his corner office praising people when things are good but is unable to make one concrete decision of any substance that will actually move the company forward. Some are amazed a human can stand upright with so little support in one's back. He thinks he’s pulling it off and fooling no one but the big boss, Vacatium Spinearia.

The best way to build a company is through strong respected and fair leadership, solid strategy and an atmosphere of co-creation but not everyone shares that view.

Recognize Anyone?

Kneale Mann

zdnet