Busting Through Burnout: Create a Thriving Work Environment

A 2022 Gallup report shows that employees who are engaged at work are less likely to experience burnout and report higher levels of well-being. That seems like a pretty intuitive statement, yet it is surprising how many people report that they do not work in an environment where they feel engaged. In fact, Gallup also reports that only 30% of workers are engaged in the workplace. 1 That is stunning. Low engagement equals higher burnout. Both lead to more turnover, less productivity, and significantly higher costs. Why do companies seem to fail so often in these areas?

The solution is relatively simple. Employees today want to feel like they have an opportunity to contribute and for growth and learning. Additionally, they want open lines of communication and a flexible work environment to allow them to tend to the normal functions of life. Those all seem very reasonable. And all of those outweigh pay rate. Wage rate is not everything. You still need to be competitive and pay a fair wage for the work, but there are things beyond pay that make a difference and survey after survey indicate that. So what are the actions we can take that not only will help from a turnover reduction standpoint, but support mental well-being for our teams?

Opportunities for learning, development, and growth

No one wants to feel stagnant. In fact, that feeling of stagnation, the thoughts of ‘I’m not going anywhere’, or ‘I’m stuck,’ lead to the mental anxiety that weighs on the shoulders of individuals. People want to feel as though they are succeeding and growing. Creating these chances to feel as though they are developing along the way are not too hard to find. Provide people the choice of where they want to work in your store on different weeks. Diversity of work can also be developmental. It can be a challenge, plus you may find out they are really good in ways you didn’t previously realize. Small stretch assignments can also be a great way to give employees the opportunity to feel personal growth. It doesn’t have to be complicated or complex. I would even start by asking the associate, what other things would you like to do within the store? Their answers may surprise you. Take advantage of giving them the opportunity to learn new things.

A 2023 study by McKinsey & Company found a strong correlation between employee well-being and productivity. Organizations with high well-being scores saw a 41% reduction in absenteeism costs and a 63% decrease in healthcare cost.

Open channels of communication

This should go without saying, but often people feel as though they are not in the know. More communication is high on the list of many retail employees. They may feel as though there must be more to know than there is. The only way to know that they have all the information available is to continue to tell them. In the absence of information, people fill in their own answers. Often that can lead to confusion and inaccurate assumptions. Keep your team apprised of everything that is going on. If you’re wondering whether you should cover something, then just do it. Chances are they won’t know. As soon as you think you’ve communicated enough, assume you are only halfway there. There is no such thing as too much communication.

Information provides comfort. Comfort leads to quieter minds. This mental support goes a long way in providing a stable group of employees for your business. When people are stressed about what they may not know, it leads to lower levels of engagement and productivity; the data mentioned above already shows that. So, by providing that peace of mind information, you are both supporting a mental well-being environment as well as a productive environment.

Studies indicate that mental health issues can be a significant cost burden for businesses due to absenteeism and presenteeism (reduced productivity while at work). Creating a work environment that supports mental well-being can help reduce these costs.

Flexible work schedules and environment

Weekly schedules may be the biggest source of anxiety for workers in almost any business. The nature of retail has been for changing schedules. “Schedule for the needs of the business” is such a common refrain from managers that it almost sounds fake when you hear it now. It is time to move on from that. The needs of the business also include the needs of your team overall. Of course, those with more flexible schedules themselves may have more opportunities for hours on the schedule, it doesn’t have to be an ‘all or none’ proposition. Too many managers make too many assumptions about what people want. As leaders, we tend to think like we thought when we were just getting started. We wanted the extra hours, We wanted the spotlight. Not everyone does. There are plenty of great potential employees that only want a few hours per week to get out of the house or spend time with a different group of people. Stop assuming and begin to believe that you can fill those odd shifts you never seem to be able to get someone to work. There is always someone for the needs we have. And as a bonus, they will love that opportunity.

Helping team members have the schedule they need and the flexibility to work in different ways reduces so much stress that they will associate your support of their needs with their happiness. That goes a long way in creating loyalty, engagement, and connections to the customers they serve.

A 2021 report by the Society for Human Resource Management (SHRM) indicates that a toxic work environment is a major driver of employee turnover. Organizations that prioritize mental health and well-being can experience lower turnover rates and save on recruitment costs.

All of these top the list of things most important to current workers, and all exceed the desire for higher pay and wages. That underscores the shift in importance of how people think about their health, and how we, as leaders, also need to look beyond what is often assumed to be a critical factor for retention and improved productivity or engagement. Mind over money is a real thing, and is growing in importance. These three practices of providing opportunity for growth and learning, providing open channels of communication, and creating a flexible scheduling approach allow your team to relax and know that you are there for them. That support will lead to a far superior mental well-being than someone who feels like they are in a dead-end job, with no communication, and constantly wondering what they will be working next week. Just writing those things feels stressful. You can make a difference in how people feel, literally. The more at ease they are, the more they can help you grow your business, which will put your mind at ease. It is a nice cycle to be in.

How can you approach the three opportunities above differently for your team in the future?

For immediate mental health support:

Dial 988

The 988 Suicide & Crisis Lifeline provides free and confidential emotional support to people in suicidal crisis or emotional distress 24 hours a day, 7 days a week, across the United States. The Lifeline is comprised of a national network of over 200 local crisis centers, combining custom local care and resources with national standards and best practices.

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1 In the latest reading from February 2024, Gallup reports that only 30% of U.S. employees are engaged in their work and workplace source: Gallup U.S. Engagement Trends. This represents an 11-year low and highlights the ongoing challenge of fostering engagement in today's work environment.