As a coach, I often talk to people who are burnt out, stressed or just done with their job. This is not only bad for the person but also not great for the employer; the company now either has someone not performing well or will need to be replaced when they want to leave. 

So, what can employers and hiring managers do to prevent it ever getting to that stage? 

Sounds obvious, but pretty much every place I’ve worked at has got counsellors or outside organisations to support employee's wellbeing if they get to a point where they feel they need them. The same is true for performance or working relationship issues. HR, mediators or coaches are called in to try and manage the problem once its festered.  

More thought needs to be given to creating a culture that doesn’t generate these problems in the first place.  

This means flipping the focus of attention onto leader and manager behaviours, so that their actions encouraging the culture you want.  

Here’s a couple of my favourite examples of where this can fall down: 

• You provide: lots of information about the need to take breaks 

• You do: your managers still put meetings in the diary at lunchtime  

• You provide: drop-ins about how to manage your wellbeing 

• You do: praise people working long hours or coming in at the weekend 

Anyone one got any examples you’d like to share?