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Alesya Krukovskaya
The Head of Training at Lerna is responsible for the development and implementation of educational programs aimed at improving the skills of employees. Their responsibilities include analyzing training needs, creating effective courses and trainings, and evaluating learning outcomes. The Head of Training actively collaborates with other departments to ensure that educational initiatives align with the company's strategic goals. Their role is to foster a culture of continuous learning and development, which contributes to the improvement of employee professional skills and the overall productivity of the team at Lerna.
This article is based on the webinar "Employees Burning Out: What to Do? 5 Tips for HR Professionals," held on the Skillbox platform. In a rapidly changing work environment, the problem of employee burnout is becoming increasingly relevant. HR professionals play a key role in recognizing and preventing this phenomenon.
The webinar offers five practical tips to help HR professionals identify the signs of burnout and support employees. It's important to focus on creating a positive work environment where employees feel valued and supported. Effective communication, regular feedback, and opportunities for professional development are key factors in reducing burnout.
The importance of work-life balance is also emphasized, which helps prevent emotional exhaustion. HR professionals should actively implement support programs, such as stress management training and team spirit initiatives.
The webinar's conclusions emphasize that burnout prevention is not only a management responsibility but also a shared team approach aimed at creating a healthy and productive work environment.
The World Health Organization defines burnout as a consequence of chronic workplace stress that has not been managed. This condition is characterized by physical and emotional exhaustion, negative feelings about professional activity, and decreased productivity. Burnout can ultimately lead to dismissal. According to a Gallup study, 76% of employees have experienced burnout symptoms at least once. This underscores the importance of stress management and employee support to prevent burnout in the workplace.
What Causes Employee Burnout
One common cause of employee burnout is poor internal communication within a company. This creates a gap between different management levels, resulting in managers and employees living in parallel realities. Effective communication is key to maintaining a healthy work environment and increasing employee engagement. Improving communication between all levels of management will help reduce burnout and increase overall team productivity.
Employee burnout can be a consequence of managerial incompetence. If managers are unable to effectively motivate their team, clearly set goals, monitor their progress, and provide constructive feedback, this can cause stress in employees. Furthermore, a company's management style also plays a significant role: both an authoritarian and a laissez-faire approach can lead to increased stress levels among employees. Effective management and maintaining a healthy corporate culture are key factors in preventing burnout and increasing productivity.
People often experience burnout due to internal dissatisfaction when their working conditions don't meet their needs. This can manifest itself in overtime, when difficulties maintaining a work-life balance become noticeable. Often, frustration with professional work or fatigue from routine tasks are the cause. Furthermore, low income, lack of recognition, and a lack of autonomy and support can also contribute to burnout. Understanding these factors is important for creating a more comfortable work environment and preventing professional exhaustion.
Various questionnaires are used to determine the level of professional burnout among employees. One of the most well-known is the instrument developed by burnout researchers Christina Maslach and Susan Jackson. Furthermore, at the webinar "Employees Are Burning Out: What to Do?", Ecopsy consultant Maria Zhuravleva presented the FADE questionnaire. If the survey results indicate a high level of burnout, individual interviews are necessary to identify the causes and develop effective measures to address them. It is important to remember that early identification of burnout issues helps maintain employee productivity and improve the overall atmosphere in the team.
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Professional burnout is a state of chronic physical and emotional fatigue that occurs as a result of prolonged stress in the work environment. Symptoms of burnout can include persistent fatigue, decreased productivity, a negative attitude toward work and colleagues, and physical problems such as headaches or sleep disturbances.
Combating burnout requires a comprehensive approach. It's important to recognize your emotional and physical limits, establish healthy boundaries between work and personal life, and develop stress management skills. Regular breaks, exercise, meditation, and support from colleagues and loved ones can significantly help overcome this condition.
Employers also play an important role in preventing burnout by creating a supportive environment and providing employees with resources for maintaining mental health. Recognizing the problem and taking proactive steps to address it will benefit both employees and the company as a whole.
Responsibility for their own well-being lies primarily with each individual. At the same time, companies have an obligation to create conditions that promote employee productivity and safety. This means that employees must be able to refuse overtime and reassess their tasks when overloaded, without fear of moral pressure or the threat of dismissal. Otherwise, despite temporary patience, the employee may experience burnout and ultimately leave the organization. Thus, a balance between personal responsibility and employer support is critical to retaining talent and creating a healthy work environment.
The importance of balancing different areas of life and self-care should be actively promoted in the corporate environment. To this end, it is worth engaging specialists such as psychologists, coaches, and psychotherapists to help develop measures aimed at reducing stress levels among employees. Possible initiatives include regular monitoring of employees' well-being and reporting signs of burnout. Training also plays a significant role in burnout prevention, especially in the area of soft skill development and professional retraining. These measures contribute to a healthier and more productive work environment, which ultimately has a positive impact on company performance.
How to protect employees from burnout by developing their soft skills
Recognizing the signs of chronic stress and burnout requires developed emotional intelligence, which includes paying attention to your emotional state and understanding your own needs. To prevent employees facing challenges at work from feeling like victims of their circumstances and to be able to adequately communicate their position, they need to master effective communication skills. These skills will help them interact effectively with colleagues and management, contributing to a healthier work environment and increased overall productivity. Developing emotional intelligence and communication skills is essential to improving the psychological climate within the team and preventing burnout. Employees' soft skills have a significant impact on their professional effectiveness and the quality of their interactions with clients and colleagues. These skills also serve as a safeguard against burnout, making their development a priority for organizations. Key soft skills that help reduce burnout include self-management, which encompasses emotional intelligence, time management, and stress management. Furthermore, effective communication and conflict management skills play a key role in maintaining psychological well-being in the workplace. Developing these skills not only improves teamwork but also contributes to a healthy atmosphere within the company.
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Effective Conflict Management Between Employees: A Comprehensive Guide for Managers
Conflicts in a team are a natural part of the work process, and their proper resolution plays a key role in maintaining a healthy atmosphere and high productivity. It is important for managers to understand how to effectively manage conflicts to minimize their negative impact on the team and the organization as a whole.
Initially, it is necessary to identify the causes of the conflict. These may be differences in opinion, misunderstanding, or competition. Determining the roots of the problem allows for a more precise approach to its solution. It is also important to consider that each employee is unique, and the approach to conflict resolution must be individualized.
Communication is one of the main tools in conflict management. Open dialogue promotes a better understanding of the positions and feelings of the parties. The manager must create a safe environment where employees can express their thoughts and experiences without fear of judgment.
It is also worth considering the possibility of involving a mediator - a neutral party who can help resolve the conflict. This can be either an external specialist or an experienced colleague who can establish a dialogue and find a compromise.
It is important to remember that conflict resolution is not the end of a dispute, but the beginning of a new stage of interaction. After a conflict has been resolved, it's necessary to analyze the situation to prevent similar problems from recurring. This may include training employees in effective communication and teamwork skills.
Conflict management requires patience and listening skills from leaders. The right approach to dispute resolution will not only help maintain productivity but also strengthen team spirit, which ultimately contributes to the success of the entire organization.
Soft skills can be effectively developed through asynchronous online courses, which employees take at their own time. However, the best results are achieved by combining such courses with synchronous formats, including in-person classes. This allows students to not only master theoretical material but also practice skills in a real-world setting. Various methods can be used for practice, such as role-playing, group discussions, simulations, and projects, which will help reinforce acquired knowledge and skills.
- Training. This is a classic and even old-fashioned format, but nothing better has yet been invented for combining theory and practical skill development. In my experience, communication and conflict management training always proves effective. Ideally, the training should be conducted by internal experts, who will then help employees implement what they've learned in their daily practice. If external experts are involved, it's important to agree on a post-training session with them to reinforce the results during the implementation phase.
- Development Marathons. This is a program lasting up to two months that combines synchronous and asynchronous learning formats, as well as various types of content. For example, at Lerna, we held a conflict management marathon for a group of employees who needed to develop this skill. Once a week, marathon participants received theoretical materials on the topic (video lectures and articles) in a special chat. Over the following week, they completed practical assignments—in pairs and groups, during training sessions and workshops. The final evaluation showed very good results.
- Panel Discussions. The topic of discussion can be almost anything, the main thing is to set a controversial topic and give employees the opportunity to discuss it. An excellent way to practice conflict management, emotional regulation, and effective communication.
- Informal meetings. In the English-speaking environment, this format is called a brown-bag lunch—literally, "lunch in a paper bag." The idea is that employees meet for informal learning, for example, outdoors, in a café, or in a corporate cafeteria. Typically, a theme is set for such events, and employees exchange relevant experiences and conduct joint activities. The process is managed by a facilitator or moderator.
- Blitz presentations. Another tool we use with Lerna employees is small internal conferences in the spirit of TED Talks. Launching this format was difficult because employees were initially wary of public speaking. But after we engaged informal leaders to speak, over time, a large number of others appeared willing to share their experiences and expertise with colleagues.
- Debates and battles. We used this format with sales managers. While they're typically already skilled at effective communication, sales departments are typically characterized by a highly competitive environment, which increases the risk of burnout. Therefore, we were tasked with training employees in sustainable communication and developing a culture of debate. Debates and battles provide a good opportunity for this: employees with different viewpoints on a question or issue defend their positions, and an appointed committee decides whose arguments are the most persuasive. You can also arrange a vote among the audience for this or that position.
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Learning Events: 10 Common Formats
Learning events play an important role in the educational process, ensuring the effective acquisition of knowledge and skills. There are many formats that can be used to organize such events. Let's consider ten common formats of learning events.
Webinars are a popular format that allows participants to gain knowledge online. They provide the opportunity to interact with lecturers and other participants, which contributes to a deeper understanding of the material.
Masterclasses provide participants with the opportunity to gain practical skills under the guidance of experts. This format is especially effective for teaching technical or artistic skills.
Trainings are aimed at developing specific competencies and often include practical tasks and group exercises, which helps consolidate the knowledge gained.
Seminars allow participants to discuss specific topics in a group, which facilitates the exchange of opinions and ideas. This format is ideal for deeper analysis of complex issues.
Conferences bring together experts from various fields to discuss current topics. Participants can not only listen to presentations but also ask questions, which contributes to a more complete understanding of the issues discussed.
Courses can be either in-person or online. They provide structured training and help participants gain a deeper understanding of the chosen topic.
Lectures are often used to convey theoretical knowledge. This format is suitable for large audiences and allows for coverage of a wide range of topics.
Online courses are becoming increasingly popular due to their accessibility. They allow you to study at a convenient time and pace, which is especially important for busy people.
Discussions in small groups promote deeper analysis of topics and allow each participant to express their thoughts and ideas, which develops critical thinking.
Interactive activities, including role-playing and simulations, make the learning process more engaging and help participants apply their acquired knowledge in practice.
The choice of training event format depends on the goals and objectives to be solved, as well as the audience. Each of the presented formats has its own advantages and can be adapted to specific needs.
Why are reskilling programs useful?
In today's world, flexibility and the ability to adapt to change are becoming key skills for both companies and individuals. According to forecasts from the World Economic Forum, by 2027, about 44% of current skills need to be updated. Moreover, six out of ten workers are expected to face the need for professional retraining, known as reskilling, within the next five years. This underscores the importance of continuous learning and preparedness for changes in the labor market. Skill development and updating will not only help maintain competitiveness but also open up new career opportunities. Organizing reskilling programs within a company, which allow employees to acquire new skills for transitioning to other positions—for example, when an SMM specialist becomes a web designer—brings numerous benefits to the business. Firstly, it increases employee skills, which contributes to improved work quality and increased productivity. Secondly, such programs help retain valuable employees by minimizing turnover and the associated costs of finding and training new employees. Thirdly, reskilling allows the company to respond more flexibly to market changes and adapt to new challenges, which in turn contributes to its competitiveness. Furthermore, developing internal talent strengthens corporate culture and increases employee loyalty, which positively impacts team spirit and motivation. Thus, investing in reskilling becomes a strategically important step for sustainable business growth and development.
- Retains and motivates staff. Anyone can simply become tired of working in the same role and want to change their field. If a company provides opportunities to develop in different areas, this will help prevent employees from leaving and find them a new, suitable role.
- Increases engagement through new tasks. People can also burn out from monotonous tasks. Reskilling can help refocus talented employees, allowing them to work on new tasks and processes that are interesting to them and relevant to the company.
- Solves the problem of personnel shortages. If the market lacks candidates with the required skills, a developed reskilling program allows, for example, to hire a specialist with suitable soft skills and teach them all the necessary hard skills on the job.
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