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What is the mark of a great manager? What are some early red flags to be aware of in stressed or overwhelmed employees? How can you minimize burnout in the workplace?
In this podcast episode, Joe Sanok speaks about helping staff deal with burnout and running a stronger business with Chellie Phillips.
Podcast Sponsor: Alma
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Meet Chellie Phillips
International best-selling author and speaker, Chellie Phillips, is full of Southern sass and on a mission to help leaders build a workplace culture for employee and business success. Her work in the public relations field has been recognized with numerous state and national awards over its 25-year span. Chellie is on a mission to help others tune in to what makes them great, package it properly, and use their existing skills to find the path to their highest potential.
Visit Chellie Phillips’s website and connect on Facebook, Instagram, Twitter, and LinkedIn.
- Being a great manager
- Early red flags to notice in unhappy employees
- Managing and minimizing burnout in the workplace
- Habits of Effective Organizations
- Chellie’s advice to private practitioners
Being a great manager
If you’re having conversations with your employees on a regular basis, if you’re getting their input and making sure that they understand the “why” behind things, you’re gonna be able to keep a lot of [employee stress] from happening and creeping in … Which means you’re going to have a more satisfied employee. (Chellie Phillips)
Being a good manager and reducing overwhelm, stress, and burnout in your employees go hand-in-hand because the mark of a good manager is a calm, productive, and satisfied employee.
Reducing overwhelm in the workplace is not just about having good systems that streamline processes. It’s about having some genuine human connection, empathy, and appreciation – and that is fostered by a strong foundation of workplace culture.
By creating that sense of belonging, you’re creating a much healthier work environment which also means they’re not going to be using your benefits as much, you’re not going to have absenteeism, and so that’s going to make you a more profitable practice. (Chellie Phillips)
Early red flags to notice in unhappy employees
- Notice the social “temperature” in the office: are your employees happy to see you when you come up? Are they sharing things with you? Are they coming to you for advice?
- Participation: are the staff participating in what is being offered by your company? Are they getting involved in the broader workings of the business?
- Connection: it may be simplistic, but are people smiling? Are they enjoying their time working, even if the work can sometimes be challenging? Are they engaging with each other?
[Employee conversation] means that they have truly created relationships in the workplace and they feel like they belong, and they feel like they’re part of a larger group. That’s something really simple that you can start [creating the capacity for] out of the gate. (Chellie Phillips)
Managing and minimizing burnout in the workplace
1 – Make sure that there are no surprises (when possible)
At the beginning of the year, start with conversations and evaluations so that every employee knows where they stand with the business.
Be clear about:
- What they can expect in the coming year
- What their roles are
- What they can expect to be paid
2 – How can the work employees do be beneficial to them too?
Employees spend years of their lives in companies. What can you offer them beyond a salary or wage that allows them to develop as people as well as professionals? That will set you apart from the hiring crowd, and massively improve retention rates.
Whenever we can work an employee’s goal in with the organizational goal, that’s going to be something that helps [ease] burnout as well because when people feel like they’re continually learning and that they’re being invested in, that helps to get rid of the feeling [of], “I’m doing the same tedious things over and over.” (Chellie Phillips)
Habits of Effective Organizations
One of the main aspects of successful business that Chellie recommends is that every person in the organization is on the same page about the values that the company is going to exhibit.
These values are different from the vision and mission because Chellie describes that a value is something that you can assign a behavior to.
I don’t think that makes you rigid. What I think is that it makes you very team-oriented, and it makes you very people-focused. People like to know what the expectations [are] that their manager, etc., has of them. It allows them to be clear on, “What do I have to produce to be seen as successful inside this organization?” (Chellie Phillips)
Clear values and good communication allow employees to know where they stand, how they need to move forward and to feel comfortable in both.
Chellie’s advice to private practitioners
It is all about the people! Take care of your people, and they will take care of the business.
Books mentioned in this episode:
Chellie Phillips – Culture Secrets: Secrets to a Thriving, Engaged Workforce Any CEO Can Use to Build a V.A.L.U.E. Culture
Chellie Phillips – When In Doubt, Delete It!: 36 Life-Changing Edits That Will Add More Clarity, Success, and Joy to Your Life
Sponsors Mentioned in this episode:
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- Learn more about building a thriving private practice with Alma at helloalma.com/joe
Useful links mentioned in this episode:
- Visit Chellie Phillips’s website and connect on Facebook, Instagram, Twitter, and LinkedIn.
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Meet Joe Sanok
Joe Sanok helps counselors to create thriving practices that are the envy of other counselors. He has helped counselors to grow their businesses by 50-500% and is proud of all the private practice owners who are growing their income, influence, and impact on the world. Click here to explore consulting with Joe.
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