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How to Recognize Burnout in Your Employees

Posted: March 14, 2019       By: kksilvery         0 Comments

Burnout is a prolonged response to chronic emotional and interpersonal stress on the job, and is defined by the three dimensions of exhaustion, cynicism, and inefficacy.

Often the first sign of burnout is a feeling of being emotionally exhausted from one’s work. When asked to describe how she or he feels, such employees suffering burnout might mention feeling drained or used up and mentally (emotionally) as well as physically fatigued.

Possible organisational causes are:

  • Lack of expected rewards
  • Lack of control
  • Lack of clarity
  • Lack of support
  • Training deficit

Personal causes could be:

  • Personal responsibility (pressure at family level, more dependents)
  • Idealistic expectations
  • Lack of skill level required in case of growing and changing organisation
  • Lack of financial support for further education on the part of employee


Consequences will be:

  • Withdrawal
  • Getting into interpersonal friction at peer level and with superiors
  • Declined performance due to lack of positive emotional stability
  • Family problems lead to physical and psychological health related problems. Some employees with difficulty to cope with ambiguity in practical world may resort to alcoholic drinks to lose their health or add to health related problems.

How can we help employees suffering burnout?

  1. Arrange for a meeting: Arrange for a casual meeting and get to know what is currently going on in the employee’s life. So, how’s life? How is your kid? How is your project going on? Casually try to find out where the problem lies. Make sure that the employee is comfortable talking and sharing things with you.
  2. Work and lifestyle Balance: The burnout employee might not have time for his family, or he may not have relaxation time. Try to give some time off and explain that rest for the body and mind is equally important.
  3. Increase Staff Morale: Staff morale may be improved by increasing accessibility and authenticity, fostering openness, and role modelling. Accessibility and fostering openness related to the approach ability and availability in an organization’s workforce.
  4. Culture Survey: Organisation where employee burnout is frequently seen, should administer organisation culture or climate surveys regularly. This would give enough data, and time for the management to improve or maintain levels of morale between each survey.
  5. Clear Roles Defined: Give clear roles to burnout employees. There should not be any room for ambiguity for them. Give them positive feedback and wherever the performance is low give some attempts to improve.
  6. Provide Training: If skill gaps among st burnout employees are a cause, provide training and tools such that the employee meets the expectations. This will make employee feels confident and being supported by the management.


The real talent of the manager lies in identifying the burnout employee and help employee recovering from burnout. These are the ways manager retains employees and stand out as a leader. Retaining employees at their weak times not only motivates the employees but also helps the company on a long run.

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Posted: March 12, 2019       By: kksilvery         0 Comments

Business development, sales , marketing, new product development, conflicts, resolutions, interviews , monthly/weekly performance reporting, there are lots of reasons for which you will have to attend meetings. Managers especially spend most of their time on meetings which is inevitable.

The fact that meeting room is a shared space means that those who participate in meeting have to be cognizant of other member’s schedules and needs. In addition, there are certain etiquette or rules one may call for behavior that should be followed while they are in a conference hall.

Below are the few points which are to be taken care.

  1. Have an Agenda: Every meeting must have an agenda. Without the pre fixed agenda, meeting will not go in a systematic way. Topics are supposed to be crisp and specific. If you are a listener, you have to make sure that you have relevant points to be discussed or clarified in the meeting.
  2. Dressing Etiquette: Be in Rome when you are a Roman. If you are attending a casual meeting, you can dress casually, but when it is a formal meeting, you must be dressed formally. If In case you are not sure what to wear, refer to the HR or the person who is hosting the meeting. Basic rules removing shoes while in meeting, using chair /table as footstools, should be avoided.
  3. Introduce yourself: There are at times where you will have meetings with new people. These meetings must start with the introduction of everyone in brief. If you are organizing the meeting, put this first in the meeting agenda, so that you don’t miss this step. As a token of respect it is good to introduce the person from highest position.
  4. No phone usage: Keep your mobile phone away or keep them in silence.There can be exceptions to certain members depending on certain urgency overlapping with meeting, but permission is needed before using them. This way, it helps all the members in the meeting to be attentive.
  5. Usage of Laptops: During business meetings, if in case you are taking notes of the points that are discussed in the meetings, inform the attendees well in advance that you will do so. That way, people won’t mistake you that you are doing some other work.
  6. Stand up Meetings: Sometimes, you may have meetings at the shop floor, lobby or even at the cafeteria. This may be due to the sense of urgency to discuss things .Even at these cases; you must consider it as formal meetings and adhere to the meeting rules.

These are some of the basic rules that can help you maintain yourself in a better way during meetings. Your immediate managers will definitely expect these in you which will help you advance in your career. Meetings etiquette will definitely keep improving as you advance in your career. You must be open minded to adapt to it.

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Posted:       By: kksilvery         0 Comments

The term Work culture is normally termed as organisational couture in wide sense. Organisation culture experts like Watson (2006) emphasizes that the concept of culture originally derived from a metaphor of the organisation as something cultivated.

The ultimate act of leadership is also to destroy the culture if it is producing desired results of achieving objectives or if it is dysfunctional.

Culture gives an organisation an identity and determines:

  • The way things are done around the organisation
  • Organisational legends (established ways of doing things)
  • Rituals, beliefs, values, meanings
  • Norms and language

The practice of organisation is accepted by all members of the organisations (including employees). All employees expect a healthy culture. What is healthy for one employee may not be healthy for other. However certain cultures are recognized by and large by all who work for an organisation to be healthy.

Certain Characteristics of a work Culture

  • Employees must be cordial with each other: One must respect his fellow worker. Backbiting is considered strictly unprofessional and must be avoided for a healthy work culture. One gains nothing out of conflicts and nasty politics at work.
  • Each employee should be treated as one: Partiality leads to dissatisfied employees and eventually an unhealthy work culture. Employees should be judged only by their work and nothing else. Personal relationships should take a backseat at the workplace. Don’t favor anyone just because he is your relative.
  • Appreciating the achievers or top performers is important: Praise the employees to expect good work from them every time. Extending  them a pat on their back. Making them feel indispensable for their organization. Not criticize the ones who have not performed well, instead encouraging (ask them) them to pull up their performance for the next time. Giving them additional and more opportunity rather than firing them immediately.
  • Encourage discussions at the workplace: Especially in knowledge society employees must discuss issues among themselves to reach to better conclusions. Each one should have the liberty to express his views. The team leaders and managers must interact with the subordinates frequently. Transparency is essential at all levels for better relationships among employees and a healthy work culture. Manipulating information and data tampering is a strict no at the workplace. Let information flow in its desired form.
  • The dictatorial (“Hitler approach”) approach does not fit in the current knowledge society scenario: Bosses or Managers should be more like (friend and philosopher) mentors to the employees. The team leaders should be a source of inspiration for the subordinates. The superiors are expected to provide a sense of direction to the employees and guide them whenever needed. The team members should have an easy access to their boss’s cabin.
  • Provide opportunities for upward mobility: Many employees who choose to leave a job particularly millennial– do so because they feel they haven’t been offered appropriate opportunities to advance in their careers. Make them feel secure. One of the primary reasons that employees look for o a new job is to find job stability.

How employers or prospective employees can tell what right work culture is for them?

This is little difficult to define from both employer and employee perspectives. From employer angle the central pillar of work culture begins from mission of the organisation.

A leader company in a sector may say our core values and principles as a company stem from this central mission: trust, respect, care, communication, transparency, a positive attitude, determination, and commitment.

Now to verify whether these values exist with prospective employee is to verify in the interview by asking few questions to interviewee, give an example of when you went out of your way to help a coworker or create a positive experience for a customer? And few questions like do you like most about working on a team? And what you like?  What is your work value? Money? Achievement? Organisation integrity? Do you value money first or organisation goal achievement?

Employers can make collaborative process in interview

They may meet or take interview with prospective colleagues. They have ascertained who can provide reliable answers for their interview.

They may also spend some time with employees working in the organisation and take a brainstorm to ascertain how they react. Though these suggestions may not give 100% results still it can give an idea whether one can make oneself culturally fit to an organisation.

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