Preventing Team Burnout During COVID-19
Written by Luke Haslett
Written by Luke Haslett
Not only has 2020/21 meant we have had to grapple with the perils of “You’re on mute”, “I can’t hear you, your wifi is down”, we have also had to navigate ourselves through a pandemic that has disrupted global businesses & economies. All the while living through a time where we are perhaps the most isolated from our loved ones than we have ever been before.
We’ve noticed that with the third lockdown we’ve seen an increase in our people feeling burnt out, which given the circumstances above is not surprising & something we know many businesses are also facing.
It’s a challenge that, like many businesses, we had not anticipated. Our HR team & managers have learned a lot along the way about how to avoid burnout:
Leading by example ✨
Arguably the most important way of avoiding burnout is to lead by example. Three aspects that have worked well for us are:
Have informal interactions 🍜
We’ve found that informal interaction & communication are key to avoiding burnout.
Why not try hosting daily “stand-ups” with your team? The important feature of these “stand-ups” is that they are regular, predictable calls that establish some normality & structure. They are a forum in which your teams can bring questions & concerns to the table. One thing that is also great about these stand-ups is that the invisible has also now become visible, with dogs/children/family members appearing on Google Hangouts calls – which has shown a human side to us all that is so valuable in a largely transactional virtual world.
Respect working hours 🕒
Think before you ping! Or email! If you are about to send an email outside of someone’s working hours, switch on the scheduling feature so you aren’t encroaching on someone’s personal life.
Encourage breaks 🧘
Actively encourage your teams to take breaks throughout their working day. In a virtual world it can be easy to find yourself in back-to-back meetings, & wondering when you'll be able to grab a drink or go to the loo. Why not start using Google's "speedy meetings" calendar function so that you have breaks between meetings encourage those you are working with to adopt the same habit?
Regular 121’s ✌️
A huge cause of stress can be ambiguous & ever-changing goals. At iakoe our managers use a weekly 121 matrix to structure their catch-ups. Some of the most useful parts of the matrix include:
Making sure deliverables, expectations, & deadlines are explicit & actionable.
Ensuring you’re using them for both wellbeing check-ins & also to provide work structure.
Asking how they are doing, and really mean it! If in doubt ask again. If you are consistently getting the same answer to the question try mixing it up:
Encourage time off 🌴
One of the final tips is to encourage time off: take a step back, put the laptop down, don’t reply to that email that comes in at 8 pm because, at the end of the day, we work in digital marketing, the world will continue turning & tomorrow will bring another day!
With lockdown restrictions, many of us have been resisting booking time off in order to save it for later in the year when the restrictions are hopefully lifted. Consider introducing an additional holiday day for all employees to truly take a break from work, & ensuring managers communicate about time off with employees to normalise holiday-taking.
Final thoughts 💡
To summarise, lead with humanity during this period. As individuals, we are all juggling a thousand different tasks & emotions that a year ago we weren’t aware we would be facing. So be kind, lead with empathy, & remember to switch off & take a break yourself!