Your staff does this work because it feels like a calling,
but the pressure is intense.
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Turnover is constant.
Resources are scarce. Budget demands are difficult. Community expectations are high. There's not enough support. Everyone wears too many hats. And it looks like it's never going to change. |
You're not alone if you feel like your staff are so stressed that it's getting in the way of the meaningful work you're trying to accomplish.
I want you to know:
Burnout doesn't have to be an industry norm.
You don't have to have constant turnover.
Work stress doesn't have to affect your staff's productivity.
Systemic challenges don't have to crush the motivation out of you.
Burnout doesn't have to be an industry norm.
You don't have to have constant turnover.
Work stress doesn't have to affect your staff's productivity.
Systemic challenges don't have to crush the motivation out of you.
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I serve professionals in the nonprofit and education sectors because you have
a heart to serve others, a desire to impact the world for good, and a belief that you can make a difference. I'm a believer that people can be healthy and happy even when major stressors are present. Because your organization's impact on the world is too important to be disrupted by something as preventable as burnout.
Nice things people say about my work:
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FAQs:
The term burnout seems to get thrown around. WHAT exactly IS BURNOUT?
The World Health Organization classifies burnout as a workplace phenomenon "resulting from workplace stress that has not been successfully managed." Burnout is characterized by:
- Feelings of energy depletion or exhaustion
- Increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job (i.e. disengagement)
- Reduced professional efficacy (i.e. worsening work performance and a pessimistic evaluation of self)
How do you "PREVENT" BURNOUT if we already have burnt out staff?
If someone says they're burnt out, it's possible that they may not be fully burnt out, but rather have entered the "burnout spectrum". My goal is prevent the initial onset of burnout in your staff, as well as to stop the trajectory of individuals already struggling with it before they get too far along that spectrum and have to undergo a complete "burnout recovery", which is often when turnover happens.
What's the ROI on burnout prevention education?
Based on average nonprofit turnover rates, between a third and half of donor dollars may be used to manage turnover resulting from burnout rather than delivering on the organization's mission. Additionally, the estimated cost of teacher turnover for school districts is $20-30,000 for every teacher who leaves the district. Non-retention and the cost of new recruitment can result in 150% of a departing teacher’s salary. Getting a handle on burnout in your organization can not only save money from lower turnover rates but also increase productivity.
STAFF Burnout is sometimes blamed on leadership. How do you handle that?
Burnout happens at the intersection of both individual and environmental factors and not because either member of that relationship is "the problem". Blame is not conducive to progress, so I teach my clients to be understanding of personal/systemic difficulties, have a solution-oriented mindset, and take responsibility for the things that they uniquely can control.
I'm concerned about this not actually being helpful for our staff.
I've worked with organizations that had the same concern and after I provided a training for their staff, they were asking me to come back for more. Instead of focusing on wellness tips, my trainings focus on practical strategies for working within stressful circumstances, especially those you might not be able to control.
