When There Is No Fizz In Your Job !!

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Hello Friends,

Your friend Mr. Connect is here once again to provide you some insight on work-related burnouts. Hope you can relate this with your work environment & take the required action.

Nowadays it has become a common phenomenon that most of the corporate feel that “there is NO fizz in their job” & they are just pushing it to meet their both ends. Corporates have started losing interest in their jobs because of work-related burnouts. Some of them are not even interested in making their job interesting & some of them are unable to deal with the work-related burnouts. As per WHO’s classification of Job-related burnouts if not dealt with more proactively then this may become a “disease”.

In fact, the reporting or line managers should be capable enough to identify any signs of burnout in their reportees/colleagues. They should now frequently consult with their HR partners to device some employee assistance programs to deal with this peculiar problem. In fact, they should emphasize more on creating awareness about various ways where it can show up easily.

Tried to justify this concern with a combination of SKILL & WILL. This is being presented after talking to few corporates that When an employee joins any organization:

  • His WILL remains high wherein his SKILL is not as he/she is new to the system, culture, people & organizational behavior, etc
  • One he/she spends some good time in the system & understands the system, culture, people & organizational behavior, etc then his/her both SKILL & WILL remains high as by that time he/she understands the system & more enthusiastic to prove himself/herself
  • After getting 1-2 Appraisals done, the SKILL may be high as by that time the employee is fully aware of the system, culture, people & organizational behavior but at that time the WILL becomes low.

Now the big Q is that why does this happen? What are the constraints that pull one back keeping his/her WILL low?

This may happen due to;

  • Wrong allocation of job right at the first instance or lack of role clarity
  • NO motivation in between to make your job interesting
  • Lack of sharing information
  • Regular performance evaluation
  • Lack of internal opportunities to GROW
  • The overall development of an employee

Well, it differs from organization to organization but majority cases we find that people face such job-related burnouts very often.

Let us throw some light on each of the reason mentioned above of Job burnout:

Wrong allocation of job right at the first instance or lack of role clarity: When the key performance areas are not clearly defined right at the beginning, there is a clear possibility that the efficient employees overdoing it, resulting into burnout

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The best managers discuss responsibilities and performance goals with their employees and collaborate with them to ensure that expectations are clear and aligned with those goals to minimize the job-related burnouts.

NO motivation in between to make your job interesting: It simply means that you have NO desire to perform. Your work profile becomes monotonous when you continue doing the same thing without any reward & recognition. It could be determined by few causes such as:- Low self-esteem, NO interest in the job, Fear of failure, lack of direction given for a task, Management does not provide sufficiently challenging tasks, etc

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If you feel like you’re dealing with a lack of motivation, here are some ways to increase your motivation such as: Find some job you care about, Turn tasks into games to win over your burnout, Set right measurable GOALS & paste in front of you on your workstation, Have a healthy discussion with your employer, Take a break & go on vacation etc.

Lack of sharing information: Sharing regular management updates & relevant information provides a psychological buffer to the employees. This is a good practice where you can WIN the employee’s confidence as well as opens up the doors of growth.

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A negligent or confrontational manager leaves employees feeling uninformed, alone and defensive. Employees who strongly agree that the relevant information is being shared with them by their manager are about 70% less likely to experience burnout on a regular basis. In such cases the employees also feel that they have been neglected & are not being treated well thus ending up with burnouts.

Regular performance evaluation: When you do not carry out evaluation of your employees at regular intervals & blame employees for certain things at the time of Appraisal, this is not their failure completely whilst this is your failure as well. This makes employees uncovered & feel distressed & leads to burnout.

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Regular performance evaluation can help determine the scope of growth in an employee’s career and the level of motivation with which he/she contributes towards the success of an organization. Performance evaluation lets an employee understand where does he/she stands as compared to others in the organization. The line manager should regularly evaluate employees for better output & mutual growth

Lack of internal opportunities to GROW: When the internal talent is not given enough opportunities to grow within the department or other units, there is a high possibility of great talent find his/her job suffocated, resulting into burnout.

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Instead, the great talent should be given equal opportunities to showcase their talent within the organization as human resource is one of the key pillar of any organization without which overall growth is not possible. This way the organization too will not spend its time, effort, energy & money in hiring new employees & waste its time in training them.

 

The overall development of an employee: In order to meet the expectations from any employee, the organization is responsible for the overall development of the employee & any lapse/slip up in said context leads to employee dissatisfaction, high attrition resulting in burnout. Ultimately it boils down to LOSS of time & money for the organization.

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Good organizations always strive hard to look for opportunities for the overall development of the employee viz-a-viz Training, Reward & recognition, Internal promotions, Social welfare, Benefits & privileges, Pull weak employees, more of counseling sessions, etc. If that happens then nobody can stop the organizational growth.

Burnout is not inevitable:-

A good leader or manager can very well prevent & reverse all such burnout cases by simply changing their behavior towards employee management & the way of leading them. If you do not timely address the true causes of employees burnout in your organization than you would not have a workplace environment that empowers employees to feel and perform their best.

If you like the above Blog then do post your comments in the comments section to provide more such write-ups in the future.

Happy & healthy working environment……….!!

Your’s Buddy

Mr. Connect

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