Chapter 1: Why do business owners misunderstand employee burnout?
Employee burnout is one of the most misunderstood things that happens when running a company.
Chapter 2: How does nonstop workload pressure contribute to burnout?
As a business owner, employees just start going down like flies. You're trying to wrap your head around it.
Chapter 3: When does burnout become a permanent issue for employees?
Why is this happening? Is it something I did? Is it something they did?
Chapter 4: What are the differences between burnout and being in the wrong role?
My name is Steven Pope. I'm the founder of My Amazon Guy.
Chapter 5: How do burned-out employees negatively impact their teams?
And in this video, I'm going to break down one of the ultimate truths of employee burnout, what you can do about it, why it's a problem, impact it, all that good stuff. So I run an agency, I've got 450 employees, and every week there's an employee who's burned out.
Chapter 6: What early warning signs indicate an employee may be burned out?
And in every agency ever, burnout's very common. So the reason for that is because there's a never-ending pile of work that needs to get done.
Chapter 7: Why do frequent meetings cause employee stress and burnout?
Now at some corporations, A lot of people are going to the water cooler, they're twiddling their thumbs, and they have downtime. But in an agency, that's never the case, almost never the case, because the second you have downtime, you're assigned more work. Here's the next client. You get the idea. And so what this causes is this need to run a constant marathon.
And if you sprint at an agency, you will burn out so fast. Less than 90 days guaranteed, some way quicker than that.
Chapter 8: What strategies can help prevent and manage employee burnout?
So to prevent burnout, one of my strongest tips, especially if you run an agency, is to get this marathon mentality. That you never want to ask them to stay late. You never want them to do overtime. Never call them on the weekends. Unless there's an emergency, of course.
But this concept that you fill those 40 hours every week, maybe it's 45, and you try and fill it to the brim, but you try not to ever go over it. So one of the things I do in my own service level agreements, SLA is with my staff, that's a contract to work for me, is I require them to commit to sleep six hours a night.
And this is a lot to do with the Filipino culture where they're working night shift. If they're working EST hours, there's a lot of complications there. Many try and live two lives, a nightlife and a daylife. Nightlife, they're working for the company. Daylife, they're still trying to get their kids to school. It's impossible. It's a very impossible thing, but many Filipinos do it.
But even the American staff who are living a normal life, they have the same burnout issues, especially like account managers or brand managers who are assigned eight, 10, 12 clients. It can burn someone out just by pure anxiety, by pure dependency, right? Oh, my gosh, it's Friday, 530, and I just got another email from a client who's upset. So could that email wait till Monday?
Well, if it does, what if that client cancels? Am I going to hurt my metrics? Am I going to get fired? Those kinds of thoughts creep in. Some people are not able to put the phone down, not check the emails, etc. Other people are really addicted to work. They're addicted to completing tasks and crossing things off the list.
And so because of that, there's just a lot of challenges to how they go about running things. And so one of the questions that I often ask myself is, is this employee too burned? And can I recover them? And ideally, you want to be able to recover as many employees as possible because churning an employee has a high cost. But keeping a burned out employee has an even higher cost.
So having a good litmus test to know, like, when do I let them go? When do I give them space? And so, you know, does this person need a week off or do they need a month off? And if they need a month off, chances are they're probably not going to work out. The system will not operate that long with their absence. We need them to fill the seat.
And if you don't have them filling the seat, then you're burning out other people who fill the seat for them. And it creates a chain reaction. And so I have in my experience, once an employee is officially burned out, they reach the litmus test and maybe you'll have a different litmus than me. And I'll kind of try and break it down a little bit.
But once they reach that litmus, they do not recover ever. And case in point. I've tried to rehire people back at MAG who have taken leaves of absences for whatever reason. Maybe they took another job, didn't work out, and they came back. Or maybe they took a health break, mental break, whatever it might be, and they come back. And their performance never recovers, seemingly.
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