As the landscape of work continues to evolve, the issue of burnout among managers has become a pressing concern for employers. Recent research conducted by Slack Technologies Inc.’s Future Forum revealed that 43% of managers are experiencing burnout, a number that may actually be higher given the new challenges managers face in the post-Covid-19 era. At Converge HR Solutions, we understand the importance of addressing burnout and providing the necessary support for managers. That is why we wanted to explore the insights shared by experts in an article and discuss how organizations can create a better culture that supports both managers and workers.

Recognizing the Emotional Capacity of Managers:

Managers play a crucial role in organizations, yet their emotional capacity often gets stretched thin. They are not only responsible for ensuring the achievement of organizational goals but also have to take on additional roles as coaches, family navigators, and even therapists. With 82% of people considering leaving their jobs due to a bad manager, it’s crucial to understand the challenges faced by managers in their expanded roles.

Fostering Reciprocal Empathy:

Organizations can play a pivotal role in reversing the trend of manager burnout by fostering reciprocal empathy. This means creating a work environment where empathy flows both ways, ensuring that managers feel supported in their roles. Acknowledging the additional responsibilities managers bear and providing the necessary resources and training can help them succeed in their challenging environment.

Best Practices for Creating a Supportive Work Environment:

To create a work environment that promotes reciprocal empathy, organizations and managers should take the following steps:

1. Clarify Priorities: 

Establish clear priorities and focus on what truly matters. Managers should engage in conversations with leaders to align expectations and determine which tasks can be deprioritized to alleviate their workload.

2. Encourage Open Conversations: 

Managers should initiate conversations about the challenges they face and openly discuss the most critical priorities. This open dialogue helps set realistic expectations and ensures everyone is on the same page.

3. Provide Training and Support: 

Managers need training to enhance their people skills, such as empathy and coaching. Organizations should invest in resources that enable managers to navigate their expanded roles successfully.

4. Create Safe Spaces: 

Establishing safe spaces where managers can share their concerns without judgment is essential. Building psychological safety allows managers to address their own well-being and seek support when needed.

5. Model Vulnerability: 

Leadership plays a crucial role in modeling vulnerability. By sharing their own challenges and demonstrating a commitment to self-care, leaders inspire managers to prioritize their well-being.

Communicating Available Resources:

To ensure employees, including managers, are aware of the resources provided by the organization, senior leadership should:

1. Foster a Culture of Well-being: 

Leaders should prioritize their well-being and communicate the importance of utilizing available resources, such as vacation time and mental health benefits.

2. Normalize Mental Health Breaks: 

Managers can help destigmatize mental health breaks by recommending and encouraging their team members to take days off to prioritize their mental well-being.

3. Simplify Communication: 

Make sure information about available resources is communicated clearly and concisely to all employees. Simplifying the navigation of benefit systems can encourage employees to utilize them when needed.

At Converge, we recognize the challenges faced by managers in today’s work environment. By fostering reciprocal empathy, clarifying priorities, providing training and support, and normalizing self-care, organizations can create a supportive culture that addresses burnout and promotes well-being. Let’s work together to combat manager burnout and create thriving workplaces where both managers and employees can thrive.