#8 Coping with Stress & Burnout

Employees at all levels face mounting pressures, tight deadlines, and competing priorities that can significantly impact their well-being and performance. Amidst these challenges, line managers occupy a unique position of influence, serving as a critical link between organisational objectives and the individuals they lead.

As line managers, you play a pivotal role in the success and growth of your teams. Your ability to provide guidance, support, and direction can significantly impact the overall well-being and productivity of your employees. However, it is essential to recognise that your role extends beyond ensuring the success of your team members. Just as an airplane's oxygen masks are secured first before assisting others, you must prioritise your own well-being to effectively support those around you.

Coping with stress and burnout is a shared experience, affecting both managers and employees alike. Neglecting your own well-being while striving to manage and nurture your team can lead to a vicious cycle of exhaustion, decreased productivity, and ultimately, burnout. Therefore, this chapter serves as a guide to help line managers not only understand and address stress and burnout in their teams but also recognise the importance of self-care and personal well-being.

By acknowledging your own needs and practicing self-care, you can become a role model for your employees, inspiring them to prioritise their well-being as well. Creating a supportive work environment and equipping your team with the necessary tools to cope with stress and prevent burnout will not only enhance their resilience but also contribute to the overall success and longevity of your organisation.

Throughout this chapter, we will define what we mean by stress and burnout, explore the causes and consequences of stress and burnout, identify effective strategies for managing and preventing them, and provide practical insights to help you navigate the challenges you may face as a line manager.

What is Stress?

“Stress is primarily a physical response. When stressed, the body thinks it is under attack and switches to ‘fight or flight’ mode, releasing a complex mix of hormones and chemicals such as adrenaline, cortisol and norepinephrine to prepare the body for physical action. This causes a number of reactions, from blood being diverted to muscles to shutting down unnecessary bodily functions such as digestion.” (stress.org.uk, 2020)

Stress can manifest in both physical and psychological ways. Physically, you may experience symptoms such as muscle tension, headaches, fatigue, changes in appetite, and sleep disturbances. Psychologically, stress can lead to irritability, anxiety, difficulty concentrating, and feelings of being overwhelmed.

Research has shown that chronic or prolonged stress can have negative effects on both mental and physical health. Studies indicate that chronic stress is associated with an increased risk of developing conditions like depression, anxiety disorders, cardiovascular diseases, and impaired immune system functioning.

It's important to note that stress can affect individuals differently, and what may be stressful for one person might not be for another. Additionally, the perception of stress can be influenced by various factors such as personal resilience, coping strategies, and social support systems.

What causes stress?

There are so many factors and general life experiences that can lead to an increase in stress. Importantly, every person is different, and each experience can be coped with at varying degrees of success by the same person at different times in their life. Stress can be caused by a sudden change in personal circumstances such as moving home, divorce or the death of a loved one. Or can be caused by a gradual build up of a situation that becomes overwhelming over time such as a poor relationship with somebody, needing to care for somebody that has a chronic illness or an increase in workload at work that hasn’t been managed well. When the person experiences a saturation point, the body will start to respond negatively and this will then lead to the emotional, physical and cognitive changes mentioned above.

According to Bupa the most common causes of work-related stress are:

• an excessive workload or unrealistic deadlines

• regularly being under pressure to meet targets or deadlines

• difficult relationships with colleagues, or bullying at work

• management style

• a lack of control over the way you do your job

• being unclear about your job role and what you’re meant to do

• being in the wrong job for your skills, abilities and expectations

What are the symptoms of stress?

The symptoms of stress can vary from person to person, and individuals may experience a combination of physical, emotional, cognitive, and behavioural symptoms. Here are some commonly observed symptoms of stress:

Physical Symptoms

• Headaches

• Muscle tension or pain

• Fatigue or low energy

• Sleep disturbances

• Digestive problems (e.g., stomach upsets, diarrhoea)

• Rapid heartbeat, chest pain or palpitations

• Changes in appetite (e.g., overeating or loss of appetite)

• Weakened immune system (leading to more frequent illnesses)

Emotional and Psychological Symptoms

• Irritability or mood swings

• Anxiety or excessive worrying

• Depression or feelings of sadness

• Feeling overwhelmed or unable to relax

• Restlessness or agitation

• Difficulty concentrating or making decisions

• Reduced motivation or productivity

• Changes in self-esteem or self-confidence

Cognitive Symptoms

• Racing thoughts

• Memory problems or forgetfulness

• Difficulty concentrating or focusing

• Poor judgment or decision-making

• Negativity or pessimism

• Inability to switch off from work-related thoughts

Behavioural Symptoms

• Increased use of substances (e.g., tobacco, alcohol, drugs)

• Changes in eating or sleeping habits

• Angry outbursts

• Social withdrawal or isolation

• Procrastination or avoidance of responsibilities

• Relationship difficulties or conflicts

Reduced interest in activities previously enjoyed

The impact of stress at work

The impact of stress at work can be significant, affecting both individual employees and the overall functioning of the organisation. High levels of stress can impair concentration, memory, and decision-making abilities. Employees may struggle to stay focused, resulting in decreased productivity and efficiency. Stress can also lead to more errors, missed deadlines, and a decline in the quality of work.

Stress can contribute to higher rates of absenteeism, as employees may take time off work to deal with stress-related issues or physical symptoms. Additionally, even when employees are physically present, stress can lead to presenteeism, where they are at work but unable to perform at their best, potentially due to fatigue, mental health issues, or reduced engagement.

Stress can negatively impact workplace relationships. Individuals under stress may become irritable, moody, or more prone to conflicts. This can lead to strained communication, decreased cooperation, and a decline in team morale.

Prolonged or chronic stress can contribute to employee dissatisfaction and burnout, ultimately leading to increased turnover rates. Employees experiencing high levels of stress may seek alternative job opportunities that offer a healthier work environment or a better work-life balance.

Stress can diminish job satisfaction and reduce engagement in work-related activities. Employees may feel less motivated, less connected to their work, and have lower levels of enthusiasm for their roles and responsibilities.

When stress is pervasive throughout the workforce, it can have broader consequences for the organisation as a whole. This includes decreased employee morale, lower team cohesion, increased turnover costs, and a negative impact on the organisation's reputation. It is also important to note that stress can also lead to legal claims if not handled fairly and sensitively.

What is burnout?

“Burnout is a state of physical and emotional exhaustion. It can occur when you experience long-term stress in your job, or when you have worked in a physically or emotionally draining role for a long time.” (Mentlhealth-uk)

According to Psychology Today, by definition, burnout is an extended period of stress that feels as though it cannot be ameliorated. If stress is short-lived or tied to a specific goal, it is most likely not harmful. If the stress feels never-ending and comes with feelings of emptiness, apathy, and hopelessness, it may be indicative of burnout.

The impact of burnout at work

For line managers and their teams, burnout can have a profound impact on both individuals and the overall functioning of the team. Line managers are responsible for overseeing the work of their team members, providing guidance, and ensuring the achievement of organisational goals. When line managers experience burnout, it can impair their ability to lead effectively. Burnout may lead to decreased motivation, reduced engagement with team members, and difficulties in making decisions or managing workload effectively. It can also impact their own job satisfaction and overall well-being.

When line managers are experiencing burnout, it can influence the well-being and performance of their team members. Burned-out managers may exhibit signs of decreased emotional support, reduced availability for guidance and mentorship, and lower levels of recognition or feedback. This can lead to decreased morale, increased stress among team members, and a decline in productivity and job satisfaction within the team.

Burnout can hinder effective communication and collaboration within the team. When line managers are burned out, they may struggle to communicate clearly, provide timely feedback, or address conflicts appropriately. This can impact the team's ability to work cohesively, solve problems, and achieve desired outcomes.

Burnout within the management team can contribute to lower employee engagement and increased turnover rates. When team members witness their managers experiencing burnout, it can lead to a perception of an unsupportive work environment and reduced trust in leadership. This can result in decreased loyalty, motivation, and a higher likelihood of employees seeking opportunities elsewhere.

Burnout among line managers can impact the distribution of workload and work-life balance within the team. If managers are overwhelmed and unable to effectively manage their own workload, it can lead to imbalances and increased stress for team members. Additionally, if line managers struggle with work-life balance, it may inadvertently reinforce a culture where work-life boundaries are blurred, potentially leading to burnout among team members as well.

How to manage stress and burnout at work

Learning coping strategies for self-care is an important part of your development. It is important to identify your stress triggers. The Mayo Clinic suggests that you record the situations, events and people who cause you to have a negative physical, mental or emotional response. Ask yourself where were you? Who was involve ed? What was your reaction? How did you feel? Once you have ide notified your triggers you can then look to resolve them.

There are many practical things you can be doing to manage stress and burnout. Most of these have already been explored in depth. Here is a short reminder of what might help:

Practice Self-Care

Prioritise your own self-care by engaging in activities that promote physical, mental, and emotional well-being. This may include regular exercise, getting enough sleep, practicing relaxation techniques (such as deep breathing or mindfulness), and pursuing hobbies or activities that bring you joy and relaxation.

Set Boundaries

Establish clear boundaries between work and personal life. Avoid excessive work hours and make time for activities outside of work that are important to you. Learn to say no when necessary and delegate tasks to balance your workload effectively.

Seek Support

Connect with colleagues, mentors, or other line managers who can provide support, guidance, and a listening ear. Consider joining professional networks or seeking out a mentorship program to enhance your support system. You may also have access to ‘supervision’ or Employee Assistance Programmes where more formal support can be provided.

Enhance Time Management

Improve your time management skills to prioritise tasks effectively and avoid becoming overwhelmed. Break down larger projects into smaller, manageable tasks, and utilise tools such as calendars, to-do lists, or project management software to stay organised.

Delegate and Empower

Delegate tasks to capable team members, providing them with opportunities to develop their skills and take ownership of their work. Empowering your team not only lightens your workload but also fosters a sense of trust and collaboration within the team.

Practice Effective Communication

Maintain open and transparent communication with your team. Clearly communicate expectations, provide feedback, and actively listen to their concerns. Effective communication can help manage work-related stress and prevent misunderstandings or conflicts.

Take Breaks and Vacations

Recognise the importance of taking regular breaks throughout the workday to recharge and refresh. Encourage your team members to do the same. Additionally, prioritise and utilise your full holiday entitlement to disconnect from work fully and recharge.

Seek Development Opportunities

Invest in your professional development to enhance your skills and knowledge. Attend relevant workshops or training sessions, participate in leadership programs, or consider seeking coaching or mentoring to further develop your managerial abilities.

Create a Supportive Work Environment

Create a work culture that promotes well-being and supports the mental health of your team. Encourage open dialogue, provide resources for stress management, and ensure that employees have access to necessary support systems.

Regularly Evaluate and Reflect

Reflect on your own well-being regularly. Assess your stress levels, identify potential sources of stress, and make adjustments as needed. Regularly review and evaluate your work practices and priorities to ensure they align with your overall well-being.

How to observe and manage stress and burnout in your team

Observing and managing stress and burnout in team members requires a proactive and empathetic approach from line managers. Here are some suggestions on how you can effectively observe and manage stress and burnout in your team:

Regular Check-Ins

Schedule regular one-on-one meetings with team members to discuss their workload, progress, and any challenges they may be facing. Use this time to actively listen, observe their behaviour, and ask open-ended questions to gauge their well-being and stress levels.

Recognise Signs of Stress and Burnout

Familiarise yourself with the common signs of stress and burnout, such as changes in behaviour, decreased productivity, increased absences, irritability, or disengagement. Observe changes in their performance, interactions with colleagues, and overall demeanour.

Encourage Open Communication

Create a supportive and trusting environment where team members feel comfortable discussing their challenges, concerns, and workload. Encourage open and honest communication and assure them that their well-being is a priority. Actively listen without judgment and provide validation and empathy.

Encourage Work-Life Balance

Promote work-life balance within the team by encouraging employees to take breaks, utilise their annual leave, and disconnect from work outside of working hours. Lead by example and demonstrate healthy boundaries between work and personal life.

Provide Resources and Support

Make sure team members are aware of the resources available to support their well-being. This may include employee assistance programs, counselling services, or workshops on stress management and resilience. Ensure they know how to access these resources and encourage their utilisation when needed.

Adjust Workloads and Deadlines

Regularly review workloads and deadlines to ensure they are manageable and realistic. If a team member is consistently overwhelmed or struggling, consider redistributing tasks, adjusting deadlines, or providing additional support or training as necessary.

Offer Flexibility and Autonomy

Whenever possible, provide flexibility in work arrangements, such as flexible working hours or remote work options. Granting autonomy and decision-making authority can help team members feel more in control of their work and reduce stress levels.

Promote Team Support and Collaboration

Encourage teamwork and collaboration within the team. Foster a supportive culture where team members can rely on one another for assistance, share knowledge, and provide emotional support. Encourage team members to check in with and support each other.

Monitor Workload and Work-Related Factors

Regularly assess the workload and ensure it is distributed evenly among team members. Monitor for signs of excessive workload, unrealistic expectations, or any work-related factors that may contribute to stress or burnout. Address any systemic issues that may be impacting the team's well-being.

Offer Growth and Development Opportunities

Provide opportunities for skill development and growth within the team. Support team members in pursuing training, attending conferences, or taking on new responsibilities aligned with their interests and career goals. This can increase job satisfaction and motivation.

Remember, each team member may respond differently to stress and burnout, so it's essential to approach this individually and tailor your support accordingly.

Supporting recovery from burnout

When a member of staff has exhibited signs of severe stress and/or burnout it is important to provide an appropriate level of support to help them to recover. It may help you to engage with your HR staff at this point or, if possible, with Occupational Health or the EAP service wither of which may be able to offer you some support as a Line Manager so you approach this with confidence and empathy.

At this time, it is important to acknowledge and validate the employee's experience of burnout. Let them know that burnout is a recognised condition and that their feelings of exhaustion and overwhelm are legitimate. Create a safe space for them to express their emotions and concerns without judgment.

If an employee's burnout symptoms persist or worsen, encourage them to seek professional help from a healthcare professional, such as a therapist or counsellor. Provide information on available mental health services and support them in accessing appropriate resources.

Regularly check in with the employee to monitor their progress and well-being. Adjust the support provided as needed based on their feedback and evolving needs. Be flexible and responsive to their individual recovery journey, providing ongoing support and understanding.

Remember, every individual's recovery process is unique, and it's important to approach each employee with empathy, respect, and flexibility. By providing the necessary support and resources, you can help employees navigate their burnout recovery and foster a healthier and more resilient work environment.

Proactive approach to building awareness and prevention

Another approach that Line Managers can use is to prevent stress and burnout through building awareness and encouraging employees to access information before they start to feel the symptoms. This will help employees to spot the symptoms early and manage the situation before it becomes much deeper entrenched.

Some great sources of awareness include the NHS, EAP schemes and Private Healthcare Companies. There is also a large amount of information available online that Line Managers can access and send out to staff on ‘Awareness Days’ or have pinned to notice boards in canteens or other work areas.

Line Managers can provide educational resources and training sessions to increase awareness about stress, burnout, and mental health more generally. This can include workshops, seminars, or webinars that cover topics such as stress management techniques, resilience building, and work-life balance.

Line Managers should regularly communicate with team members about the importance of well-being and stress management. Share information, articles, or research findings related to stress and burnout prevention. Use team meetings, newsletters, or internal communication channels to disseminate this information.

Conclusions

In conclusion, prioritising the well-being of yourself and your teams is crucial in addressing stress and burnout in the workplace. By taking a proactive approach and implementing the strategies discussed throughout this article, you can make a significant impact in fostering a healthier work environment.

Recognising the signs of stress and burnout, both in yourself and your team members, allows you to provide timely support and intervention. Through open communication, empathy, and creating a supportive culture, you can encourage dialogue, destigmatise stress, and promote well-being.

Moreover, you play a pivotal role in setting realistic expectations, managing workloads, and advocating for work-life balance. By modelling healthy habits and leading by example, you inspire your team to prioritise self-care and establish boundaries.

Through awareness campaigns, education, and the utilisation of available resources, you can equip yourself and your team with the tools needed to prevent and effectively manage stress and burnout. Your efforts in promoting well-being will not only enhance employee satisfaction and productivity but also contribute to a more resilient and thriving workforce.

Let us remember that coping with stress and burnout is an ongoing process, requiring continuous attention and adaptation. By nurturing a culture of well-being and prioritising the mental health of your teams, you can create a workplace where individuals can thrive, flourish, and reach their full potential.