How to stop managers from getting burnt out at work

In today's fast-paced, high-pressure work environment, burnout has become an epidemic, particularly among managers. The relentless demands of leadership roles, coupled with the challenges of navigating a post-pandemic world, have left many managers feeling overwhelmed and exhausted. This article explores the critical need for resilient leaders in our modern workplace and provides insights into how organizations can foster resilience to combat burnout and drive success.

The Burnout Crisis: A Wake-Up Call for Organizations

Recent studies have revealed a startling trend: manager burnout is reaching unprecedented levels. According to a study, a staggering 53% of managers report feeling burned out at work. This alarming statistic underscores the urgent need for a paradigm shift in how we approach leadership and workplace well-being.

Burnout among managers has far-reaching consequences that extend beyond individual suffering. It impacts team performance, employee engagement, and overall organizational productivity. As Tarun Galagali, a leadership expert, points out, "A burnt-out leader contributes — through a phenomenon known as emotional contagion — to a stressed, underproductive, inefficient team".

The Evolution of Management and Its Current Challenges

To understand the current burnout crisis, it's essential to examine the evolution of management practices. Historically, management focused primarily on control and efficiency, with little regard for the human element. However, as our understanding of workplace dynamics has grown, so too has the complexity of managerial roles.

Today's managers are expected to be not just task masters, but also mentors, coaches, and visionaries. They must navigate rapidly changing technologies, diverse team dynamics, and increasing pressure to drive innovation and results. This multifaceted role, while potentially rewarding, can also be incredibly taxing.

The Case for Resilient Leadership

In the face of these challenges, resilience has emerged as a critical trait for effective leadership. Resilient leaders are better equipped to handle stress, adapt to change, and maintain a positive outlook even in difficult circumstances. As Galagali notes, "A resilient leader that has learned how to manage their stress actually offers their team an example that they can aspire to, have more difficult conversations, and make better decisions that lead to their team's success".

Resilience in leadership goes beyond personal well-being; it has a ripple effect throughout the organization. Resilient leaders foster a culture of adaptability, innovation, and psychological safety. They are better positioned to support their teams, make sound decisions under pressure, and drive long-term organizational success.

Building Resilience: Strategies for Managers

Developing resilience is not an innate trait but a skill that can be cultivated. Here are some evidence-based strategies that managers can employ to build their resilience:

Self-reflection and energy management: Galagali suggests studying your most energizing days to identify patterns that sustain high engagement and trust. He cites Mary Barra, CEO of General Motors, who starts her day with meditation, exercise, and family time to set a positive tone for the day.

Create rituals for stress relief: Incorporate small habits throughout the day that allow you to reset and recharge. This could be a quick walk after a challenging meeting or a few minutes of mindfulness between tasks.

Foster genuine connections: Building a support network is crucial for resilience. Galagali emphasizes the importance of having "one friend you can share the realities of your day with". Regular, authentic connections can significantly reduce stress and combat feelings of isolation.

Prioritize work-life balance: Set clear boundaries between work and personal life. This might involve designating specific times for checking emails or establishing a wind-down routine at the end of the workday.

Develop emotional intelligence: Enhancing self-awareness and empathy can help managers better navigate workplace challenges and build stronger relationships with their teams.

Embrace continuous learning: Stay curious and open to new ideas. Engaging in ongoing professional development can boost confidence and adaptability in the face of change.

Organizational Support for Resilient Leadership

While individual efforts are crucial, organizations play a vital role in fostering resilient leadership. Here are some ways companies can support their managers:

Leadership development programs: Invest in comprehensive training that focuses not just on technical skills but also on building resilience and emotional intelligence.

Promote work-life balance: Implement policies that encourage managers to take time off, disconnect from work, and prioritize their well-being.

Create peer support networks: Facilitate opportunities for managers to connect with and learn from each other, fostering a sense of community and shared experience.

Provide mental health resources: Offer access to counseling services, stress management workshops, and other mental health support.

Recognize and reward resilience: Acknowledge managers who demonstrate resilience and effectively support their teams through challenges.

Foster a culture of psychological safety: Encourage open communication about stress and burnout, creating an environment where managers feel comfortable seeking help.

The Future of Resilient Leadership

As we look to the future, it's clear that resilient leadership will be increasingly crucial for organizational success. The ability to navigate uncertainty, adapt to change, and maintain a positive outlook will be key differentiators for effective managers.

Galagali envisions a new frontier for management education, one that begins with inner work and self-reflection. He suggests that "if we begin the conversation by going inwards, we might be able to skillfully move outwards and build the future of work".

This approach to leadership development represents a significant shift from traditional management training. It acknowledges that effective leadership starts with self-awareness and personal growth, rather than just technical skills and strategic thinking.

The burnout crisis among managers is a wake-up call for organizations worldwide. It highlights the urgent need for a new approach to leadership—one that prioritizes resilience, well-being, and sustainable performance.

By investing in resilient leadership, companies can create healthier, more productive workplaces that are better equipped to thrive in an ever-changing business landscape. As managers develop their resilience, they not only improve their own well-being but also inspire and empower their teams to reach new heights of success.

The path to resilient leadership may be challenging, but it is undoubtedly worthwhile. As we continue to navigate the complexities of the modern workplace, let us embrace the power of resilience to create a brighter, more sustainable future for managers and organizations alike.