Leaders, Celebrate What Really Matters to End Burnout Culture at Work

It?s been a harrowing few years. And between the pandemic, social justice renewal and global conflicts, no one is immune to the strain. Work/life complexity is higher than ever. And in our research study, with over 3,500 parents, mostly Moms (97%) participating since March of 2020, self-care is way down.

And caregivers are exhausted. Whether it’s finding childcare, eldercare, or healthcare, we’re dealing with really constrained systems. According to Deloitte’s workplace burnout study, 77% have experienced burnout at their current job. But the economic rollercoaster means pivots in strategy. And many workers continue to do more, with less support, at work or in the home.

Corporate spending on health and wellness is in the billions. But all of the wellness apps, nap rooms and even therapy, cannot erase the culture cues organizations send. Especially when they promote individual heroics and long hours to get the job done.

Everybody Loves a Good Celebration

It?s the season for performance reviews, year-end parties, and recognition. And in most organizations, accolades and ?atta-girls? go to the most senior leaders or those who succeed in performance driven roles. But when organizations overtly praise performance, they covertly reward everything that led to it. Including those who exceed the bar at work because they?ve abandoned work/life boundaries, their families, or health.

You know, like working at all hours or returning emails within minutes. Even though research shows they’re counterproductive habits. Managers still reward, consciously or unconsciously, overwork as a proxy for employee commitment. Often, because that’s how they’re rewarded by the most senior leadership. But it not only breaks people’s trust, but their spirits.

But it’s Time to Use Rewards Differently

This time of year, there’s a unique opportunity to use the celebrating and recognition, more intentionally. In ways that help build culture, foster camaraderie, and psychological safety. When people work sustainably, joyfully, and creatively, they also come up with innovative solutions and ideas.

So, how do you reward behaviors that promote employee and organizational health? Start with the activities and cultural norms that affirm mental, physical and emotional health for everyone.

Celebrate What Really Matters, Yet is Often Overlooked at Work

Sustainable Processes

The people and teams that streamline, simplify, and err on the side of efficiency and integrity without performative ?fluff"
Character

So, it?s not often something you can teach. But you can recognize, hire for and reward it. Because it’s essential to balance high-performance with psychological safety. People who treat each other, your customers and themselves well, make a difference. So, recognize the kind, curious, inclusive, honest, respectful, and helpful people around you.
Allyship

Give props to the team members who promote, mentor, sponsor, refer to, include, and champion people from historically overlooked groups. Like women, people of color, those with disabilities and/or members of the LGBTQ+ community.
Bold Moves

I?m not talking about more accolades for those who?ve led successful endeavors. It?s also critical to see those people who are willing to experiment. The ability to recommend and try new things will advance your organization. It doesn?t matter if they work out or not. If you celebrate the attempts, even when they fail, that creates the shared trust that?s essential for innovation.
Culture Keeping

The colleagues who embrace and cultivate relationships within the organization. And they?re often doing the invisible planning, organizing, recognizing, and lifting, of others.
Self-Care

Yes, self-care. The preventative practices that lead to longer, happier and healthier lives. Back in the day, people could do this ?after work? when work really ?ended? at a certain time or in a certain place. But in many professions, work fills every space. So, no matter how many emails you send about wellness, the behaviors have to be modeled for people to do it. Ideally by leaders.

When someone leaves early to fit in a walk before the sun goes down, or picks up a morning yoga habit, celebrate that! And when they set healthy boundaries, like saying ?no? to an unnecessary commitment, to spend time on deep work, health, or family connection, reward that too.

We’ve heard a lot from parents in our study, about what they need to manage their health, happiness, productivity and caregiving roles. Our Allies@Work framework for Employers, revolves around what we’ve learned. The four critical workplace pillars: Flexibility, Psychological Safety, Childcare/Eldercare and Mental Healthcare.

So, you may have noticed, that what works for parents, particularly Moms who still feel the double bind of gender and workplace inequality, is good for all employees. In this season and every season, evolve your leadership. Break free from rewarding behaviors that ultimately drain people’s mental and physical energy. Like overwork, “face time” over results, hidden landmines over transparent requests, or favoriting those who share your lived experience.

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📚 Buy the new book, Repair with Self-Care: Your Guide to the Mom’s Hierarchy of Needs.

Enjoy the gift of more time for wellbeing and growth. Plus delightful self-care packages for Moms, delivered to your door.