Burnout: It’s not me, it’s not you, it’s all of us.
In higher education world, February is often one of the hardest months of the year.
Not only is the weather still wintering, and we are (so close!) to experiencing the turn of spring, but also for those of us working in higher education and student affairs on campuses, folks are simultaneously trying to execute a great spring semester, get the students to the finish line for the academic year and/or commencement, AND set everyone up for a successful fall or a summertime of serving students – all at once!
It’s a LOT to pack into one month, and it’s the one month with fewer days!
February is hectic as we hire student leaders and engage faculty in planning for fall and summer while simultaneously supporting staff to meet their springtime goals. If you want things ready before summer break and vacations begin, you know your February needs to be effectively spent in planning and collaborating. It can feel like one of the spinny rides at the state fair that you’re not sure will ever end.
It’s also the time of year when staff, faculty, and students can experience burnout.
What is burnout?
I bet we all could define burnout a little differently, because it’s likely we’ve all experienced it at some point or another. We often use the term in casual conversations and equate it to feeling tired or just “over it.” Sometimes, people confuse depression and burnout.
Technically, burnout refers to chronic feelings of exhaustion and mental fatigue, along with a sense of listlessness, difficulty in motivation to complete everyday tasks, and a distancing from people and things that bring us joy. When someone is truly “burned out,” we see them trying to function as they have at work but without the joy or ability to maintain focus.
[Reminder: It’s important to remember that anyone can be burned out about anything–their favorite hobby, or task, etc.]
Anyone is susceptible to burnout, and sometimes we get burned out because we don’t self-regulate. Even if it’s both an exciting and busy time and our energy is up, when we don’t restore ourselves and practice self-care, we are in danger of burnout.
However, sometimes burnout is caused by systemic dysfunction–a “burnout culture.” As a leader who cares about your people, you can ensure that your department isn’t causing your folks to suffer from these symptoms.
When chronic burnout is present, it can lead to a deep mistrust of the leaders.
What can you do as a leader to reduce the chances of burnout among your team?
Create cultures where these five elements of a healthy culture are consistent:
Autonomy and flexibility.
I have found that staff thrive when they understand the boundaries and parameters of an office or organization, they understand and are aligned with the expectations of their role, and they have some autonomy and flexibility in how tasks get accomplished. Everyone wins when staff are empowered to be creative in developing a new program or initiative to serve students.
Fair and equitable metrics for assessing success and assigning reward.
Clear reward structures encourage healthy teams. If staff are doing a good job, they get the goodies–whether that be a pay raise, promotion, public affirmation, award, an additional benefit, etc. It’s important for folks to understand what success looks like and the rewards that could follow.
Sustainable and accomplishable workload
People have to feel like they can get their job done. If your office has undergone reorganizations of workload, check in and be sure your folks find the workload to be manageable. Your staff want to successfully and sustainably provide good service to students, and they will appreciate your interest in how they accomplish it. Hopelessness is demoralizing and feeling like you cannot complete the items in your portfolio is anvindicator that burnout is on the horizon.
Welcoming and inclusive environment.
Psychologically safe environments are an antidote to burnout culture. When people feel like they can bring their whole self to work and they feel like they belong, they are more likely to thrive. Do people manage conflict in a healthy way in your organization? Can everyone at all levels expect feedback to be given with good intent?
Alignment of values.
When decisions are made or goals are set, do they reflect the stated values of the organization? Are there ways that the culture asks employees to behave in ways that don’t support those values? Ensure that your behavior role models the values of your organization and that employees who model them are recognized!
Because February is one of the busiest months of the academic cycle (so much planning!), it’s the perfect time for leaders and teams to pay special attention to what elements of the workplace are creating burnout culture and which are not. Take time to observe your teams and coworkers and ask questions about these 5 Burnout Indicators.
Correct what you can right away, and learn lessons about what you can adjust in the future. Your folks want to work in a department that nurtures their talent and helps them thrive, and you can help foster it, even in the cold and busy days of winter.
