3 Necessities for Building a Company Culture that Prevents Leaders Burning Out at Work

While there may be more, here are 3 necessities for building a company culture that prevents leaders burning out at work. 

In conversations with clients, these three "necessities" are frequently mentioned as motivational, supportive and appreciated.

It seems to me that all three, Positive Workplace Relationships, Supporting Family and Community Involvement, and Appreciating and Recognizing Personal Contribution, are very individualized for each unique environment.

What constitutes recognition for one leader, may not seem as important for another. That means that the way in which these are lifted up as values in your organization is not a "one size fits all" approach. Find what works for you. 

Foster Positive Workplace Relationships

When you have good relationships and chances of burnout are minimized, there's something to look forward to each day when you arrive at work. Otherwise it can be stressful.

Real friendships at work that go further than the day-to-day back and forth of business communication are why many key leaders and professionals love their work. We need community. We need positive friendship-based relationships with other people in our organizations.

But when that is absent, it's a killer.

A friendship-based relationship is one that doesn't have large pressure to it. It is one that cares for who you are as a person versus who you are as an employee, a peer, a boss or what you are or are not doing within the organization.

Friendships are what truly make us live and give us joy. Where there is no room for friendships, there will be a less than fulfilling situation that creates a prime environment for job burnout.

Tension filled, stressful relationships may be the worst of all business experiences. In the list of priority actions to avoid burnout, dealing with the people stuff is at the top.

Executive Coaching Questions

1. How do good relationships get fostered in your workplace? For some, rah, rah company get togethers don't do it. For others an occasional nod, don't cut it either. What are those things you can put in place that "fit" your unique setting?  

2. One hospital leadership adopted a request that all staff walking down any hallway acknowledge others they meet in the hall. Smiling was suggested. It lifted up the spirits of doctors, nurses, other staff, patients, visitors and service providers. 

3. How important are real (in contrast to compelled) relationships to you? What do you plan to do in order to elevate the quality of your "at work" relationships? 

Support Family and Community Involvement

You probably haven't heard it directly. But how often have you heard of or experienced a situation in which work and family are two separate things? What seems to have come across was, "You're here to work, and it has absolutely nothing to do with your family."

What is conveyed is that if you want to climb this corporate ladder, you will be better off being a male, a woman who isn't also a mother, or at least not family-oriented. "Your work life balance is not our concern. You've got a job to do and juggling work is entirely your problem."

"We are really not interested in your kids or whether or not you need time to grieve the loss of someone in your family. Unexpected emergencies are simply an interruption that sometimes we have to grudgingly give you time for."

It sounds harsh, but there it is. Is it possible that this attitude or posture of separation is still around in the day in which we live? It is. And it's no friend of those craving for life work balance.

Of course I know there's a job to be done. And, also that far too many today are trying to do as little as possible while sucking all they can out of the organization. That's deplorable. That's not the situation I'm referring to above. 

Executive Coaching Questions

1. In what ways does your organization support leaders "having a life" outside of the workday world? What are the returns of being supportive in such a way? 

2. What real things can be said or done to indicate your organization has a heart? 

3. How does your community know you care for both the well-being of your team, but also want to give back to the community through your team? This may be both a mix of organizationally-initiated service, or in support of individual community service. What's workable for you?  

Appreciate and Recognize Personal Contribution

No matter the organization, for profit or not for profit, recognizing good people for the good things they are doing and the contribution they are making is core to managing stress in the workplace.

I once remember being told by a leader that there's no need to tell someone that they're doing a good job. Nonsense. We all need to know when we're doing a good job and we need to be recognized for the contribution that we're making.

When no one takes notice of our contribution and the fact that we're giving the very best we can, it's discouraging to say the least. What's motivating about no one noticing and no one caring? What creates the enthusiasm to go above and beyond the mediocre and reach for what's possible?

As leaders, we don't have to be buttering someone up every day. This isn't about manipulation or false gratitude. It is about honest appreciation. When a good job is done, appropriate opportunities need to be taken to acknowledge the work that has been done and the contribution that is being made.

It's absolutely vital in preventing job burnout amongst leaders and the whole team.

Executive Coaching Questions

1. How well has your organization done at noticing when someone does a great job and delivers a great result. It doesn't have to be only the individual who lands the multi-million dollar account. Don't look only for pizzazz. Look for the heart and substance of a persons effort. 

2. Do some research and find ways to recognize and acknowledge effort. Different people appreciate different things. What have you found out?  

3. What's next on your agenda of noticing, appreciating and recognizing?

Recapping Building a Company Culture that Prevents Leaders Burning Out at Work

• Building a company culture that prevents leaders burning out at work is good for performance, retention, hiring, morale, reputation, reaching business or ministry objectives, and so much more.
• Good relationships at work foster satisfied, loyal and happy staff. 
• When the organization is supportive of the leader's family life and contribution to the community, society itself benefits. 
• Find out the best way for your organization to appreciate and recognize leader who make a real contribution. Great people are golden.

These things may sound pretty simple, but you only need basic materials for building a company culture that prevents leaders burning out at work. 

Other Reflections on Coaching in This Series

• 3 Unwritten Core Values That Can Contribute to Burnout
• 3 Ways for Improving Employee Engagement While Avoiding Burnout
• 3 Challenges Faced by Leadership Leading to Signs of Burnout