First and foremost, it’s about creating a framework that allows people to admit to burnout without being prejudged.
This means seminars or trainings that allow employees to face the topic. To know what are signs and learn techniques that make more resilient. But also to release the stigma associated with illnesses like burnout.
This is about culture change. Here’s an example. Let’s take company A. Here the boss comes at 7 in the morning and doesn’t go home until 6:00 pm. Meetings are scheduled, quite naturally, after this time. Behind closed doors, people talk about the colleague who has been “sick” for a long time – but everyone knows that it’s become too much for him.
Or let’s take company B. Here, too, a lot of work is done, but the boss also says sometimes. Guys, after 10 hours of meetings, nothing productive is going to happen today. Let’s continue tomorrow. There are trainings to inform the employees about burnout and to give them tools to protect themselves. These are work time, of course. Also time to work out your own strategies. Everyone is aware that there are situations in which work and private life become so much together that one has to take a step back. The slogan applies: “Take care of yourself, because only a mentally healthy employee can also perform.” Because, yes, of course, that’s what the workplace is all about. Which of these two companies would you rather work for?
If you look at Mind Matters Inc.’s paper “The Extent of the Global Mental Health Challenge,” which clearly shows that employers who pay attention to this issue have higher performing employees and programs that address mental health have very good ROIs, you have to wonder why everyone isn’t doing it.
Here are just a few numbers from the study:
Preventive programs that raise awareness and promote culture change can have ROIs as high as 6:1. And even programs that take effect in an emergency still have an ROI of 3:1.