First Coast Recruiters’ Post

Burnout, disengagement, and behavioral issues are often seen as individual shortcomings, but in reality, they are symptoms of a workplace environment that needs to change. Here’s how: Burnout: This happens when your environment consistently demands more from you than your resources can sustain. Disengagement: This sets in when every attempt to improve systems is blocked by poor policies and ineffective leadership. Behavioral issues: These emerge when trauma is triggered by unsafe environments, forcing your nervous system into perpetual “resilience mode.” The truth? These aren’t individual performance issues—they’re external and environmental. Attentive and compassionate leadership can prevent them. Here’s how: ✅ Provide more resources and set realistic expectations around workloads. ✅ Listen to and act on the improvements employees recommend. ✅ Create safe, trauma-informed environments that offer accommodations. Why should the burden be on employees to be more resilient, resourceful, and responsible for change? Shift the focus. Fix the environment and you solve the problem. Attempt to “fix” the employee and you risk deepening harm. Radical kindness leads to real change. #Leadership #BurnoutPrevention #TraumaInformed #KindnessMatters

3 underrated ways to reduce burnout in your organization. I've worked with many people who have come to me to help them reduce their burnout. Most of these busy professionals have a lot of work to do to help heal themselves and build new habits to overcome workplace burnout. But all of them are working in an environment that only fuels burnout. After numerous one-on-one discussions, it's clear that many challenges in an organization continue to arise. If your organization works on these, you'll be well on your way to minimizing burnout among your team. ✔ Reduce the chaos. Everyone who has asked for my help is working in a chaotic environment. From leadership style to expectations to deadlines, there is chaos throughout the organization. Identifying the chaos will help your team reduce burnout. ✔ Listen to your people. If your people are telling you that there is chaos, systemic failures, and better ways to do things, listen to them. Give them a chance to improve. ✔ Understand when the job is too big for one person. Once again, everyone I have mentored in a one-on-one setting is doing the job of at least two people if not more. Recognize that the job is too big and give them the resources to fix it. #Burnout #HR #Leadership 

Leaders listen up- this is possible! Don’t give up on the dream, keep working towards it. When you get here, it is a whole new world. Shout to the organizations and leaders at the top who model and support behaviors like this {like mine Duffy Health Center } Many work cultures glamorize and normalize burn out, never ending to do lists, turnover, and exhaustion. Your well being, physical and mental health are a priority. When you find a way to align that with your career, it’s life changing! ❤️🩷🩵💜💙💚🧡 #culture #hr

Burnout is costing you and your people your health, wellbeing, relationships, careers, and that’s all before we start to look at the financial costs to your business and the global economy. The number one cause of Burnout globally is still, toxic workplaces. And I think many leaders are continuing to confuse high-performance with toxicity. High performance isn’t about bums on seats, presenteeism, long hours, no breaks, no holidays or vacations, always on, and being in fear of losing your job if you’re not available 24/7. True high performance is sustainable, not least because it's about prioritising down-time and recovery time. It’s about doing the right things, not all the things. It’s about valuing people, recognising and rewarding people, communicating effectively, listening, growing, permission to fail, and learning from errors. It’s about people and wellbeing coming first – because when you do this, performance and productivity improve automatically because your people feel part of the organisation, supported and engaged. In today’s episode of #HRIgnited I’m talking all about toxicity vs high-performance - you can listen here https://lnkd.in/eveZ-6aS #HR #HRCommunity #Burnout #WorkplaceWellbeing #Leaders

Managing your yourself, your schedule and your impulse to never "power" down is vital to not only your emotional well being but also your work results! Optimize your time in all you do and enjoy the outcomes! #Leadership #ExecutiveWellness #StantonChase Executive burnout is a growing concern, with 37% of executives working longer hours post-pandemic and 75% reporting job-related health issues. Click here to read "Burnout Isn't Just for Employees. Executives Feel It, Too" ➡️ https://lnkd.in/eX3SGErK #ExecutiveBurnout #LeadershipStress #ExecutiveWellness #LeadershipChallenges

What are the roots of workplace burnout? Well, you'll have to join me and these other industry professionals as we dig into the topic. On the organizational side, the roots of burnout can be traced back to chaotic work environments, lack of leadership, unhealthy cultures, and many other factors. What does the individual contribute to burnout? Poor time and energy management, lack of priorities, inability to set boundaries, blocking out adequate time to get deep work done and respecting that time, speaking up, and a lot more. Don't forget to bookmark May 16 and join us! Check out the Hacking HR page for more info. #HR #Leadership #Burnout #Change

🔥 Burnout is a Talent Retention Issue 🔥 When we talk about retaining top talent, the conversation often revolves around career development, compensation, and organisational culture. But there’s a growing challenge that’s impossible to ignore: burnout. Burnout is no longer just a personal health issue—it’s a strategic business risk. When employees hit their limit, productivity drops, innovation stalls, and the high performers we rely on are often the first to leave. It’s not enough to simply acknowledge burnout; we need to actively address it. In today's competitive job market, employees are increasingly choosing companies that prioritise their well-being and offer support for mental health. If we don’t tackle burnout head-on, we risk losing not just individuals, but the institutional knowledge, skills, and relationships they bring to the table. The key isn’t to shy away from high performance, but to balance it. We need to equip leaders to recognise signs of burnout, create environments where people feel supported, and encourage open conversations about workload and well-being. Because the cost of burnout isn’t just a drop in engagement—it’s the loss of the very talent that makes your business thrive. How is your organisation managing burnout as part of its talent retention strategy? 💡 #LeadershipDevelopment #TalentRetention #EmployeeWellbeing

Sadly, I have had too many colleagues, over the last couple of years in particular, who have had to leverage a mental health leave. Especially, with May being Mental Health Awareness Month, this felt like an important resource to share. Mental Health, like Physical Health, shouldn't be a matter of emergent and reactive care. It is important to proactively and regularly check in to prevent ourselves and our teams from experiencing Burnout. Interested in learning more?! I would highly recommend reaching out to Eric! His thoughtful approach to the topic is invaluable. #leadershiplessons #mayismentalhealthmonth #mentalhealthmatters

Me: "You're under a lot of stress. How's your health holding up?" Him: "I just got back from the doctor for back pain. I've never dealt with this before. I feel like I'm physically falling apart." In moments like these, I wish my predictions were wrong. But sadly, I've seen this pattern all too often. Burnout goes beyond emotional tolls; it shows up in our bodies. I've coached professionals who've faced everything from migraines and back pain to depression and insomnia—and these issues often improve when they find roles that truly play to their strengths. The impact of burnout is profound, affecting not just individuals but entire organizations. Consider this: companies lose an astonishing $322 BILLION annually due to employee turnover and lost productivity from burnout. However, there's hope: Burnout is entirely preventable. This means the staggering costs associated with it are also preventable. The antidote to burnout is actually quite simple. I call it The Fulfillment Formula™️: Skills + Passions + Talents = Fulfillment When employees use their skills effectively, engage in work they're passionate about, and harness their innate talents, they don't just succeed—they thrive. So, how do we bring this concept to life within our HR practices? Starting with hiring is key. Effective hiring lays the groundwork for everything else. By aligning employees with roles that match their skills, passions, and talents right from the start, we set them—and our organizations—up for success. You've got this 👊 ---- Hi, I'm Emily! 👋 I partner with HR and company leaders to transform workplaces into environments where both people 𝗮𝗻𝗱 productivity thrive. Interested in learning how a data-driven, people-focused approach can elevate your organization? Let’s connect! #HR #hiring #employeewellbeing #burnout #workplacestress #jobfit #talentmanagement #talentoptimization

Great perspective with a continuum. These factors ebb and flow. We also need to remember that recovery from burnout can be a long and slow process that will involve steps forward and back. Movement in the right direction in a sustained way is critical.