‘There just
is no time'
Blog by
Christien Schneider
This is a phrase I hear often during my conversations with participants. Whether it concerns a manager or an employee; they all experience work pressure. Add a strong sense of responsibility to that and burnout is lurking around the corner. It’s no coincidence that at the moment I’m guiding more people than ever through a reintegration process. Where does it go wrong? In my opinion, with expectations that are set too high. More clients, more production, more money—and all with fewer people. It’s time (yes, you read that right) to downsize.
Back to the essentials
In recent decades, our expectations have only continued to grow, both at work and in our private lives. For example, just think about the urge to always “have to” stay up-to-date with the latest gadgets and social media. Or to keep up at work with the ever-growing stream of new information we have to absorb and apply faster and faster. You pretty much always feel like you’re short on time.
When I’m feeling under the weather myself, I notice that my focus shifts primarily to getting better. For a while, I’m not bothered by all those earlier expectations—in other words, back to the essentials. I temporarily put a brake on expectations and take time for myself, because otherwise it’s at the expense of my health, which doesn’t help anyone.
What do I actually want?
Candidates in a reintegration process are also thrown back to the core: ‘What do I actually want, why am I doing this?’ We could all return to this basis. Allow yourself to take a step back, because continuously (working harder and) running faster isn’t always the solution. Especially not when it comes at the expense of genuine attention for one another, which ultimately affects the work itself. For example, I don’t believe that a manager deliberately no longer has time for his or her employees. Everyone is under pressure and trying to keep all the balls in the air—from management to the shop floor and production. So what to do?
Cherish your human capital
In my opinion, the reason people drop out and/or leave is often related to a lack of attention and appreciation. If we were to return to the core, it starts with cherishing what you have—your human capital. By downsizing expectations both ways and freeing up more time for employees so you know what’s going on and what your employees need, work becomes human again. A good employer invests time in this and remains attractive as a result. Employees will appreciate it, feel more attached to the company, and ultimately this will have a positive effect on the work.
No time? Still ways!
There are more ways to stay in touch with your employees, even if you don’t have the time yourself. For instance, you could consider getting a partner like MEPD involved to explore what’s going on among the staff. A workshop Sustainable Employability offers valuable insights into what concerns your employees. It also encourages employees to reflect on their own future and how they can reach retirement in good health. In addition, an advisor from MEPD can have periodic development conversations with employees to increase engagement and promote personal growth. That’s also a great way to prevent people from dropping out.
Let people realize that things can be different
I don’t wish anyone to end up with burnout, but I do wish that people realize, in time, that things can often be done differently. That you can and may make choices that feel right for you—not just for your employer, your neighbor, or society. As an employer, you can also play a part in this by giving your employees some of your time and helping them do what they’re good at and increase their job satisfaction. And remember: by investing in your people, you’re indirectly investing in the company, too. See it as a mutual and equal investment between employer and employee.
Would you like to discuss this with me sometime? I’d be happy to stop by.
Read my colleague Yvonne’s blog about ‘See me as part of the company culture’
Christien Schneider
Career Advisor
I’ve always had a strong interest in personal and professional development—both my own and that of those around me. Everyone gives this their own meaning and builds their own experiences.
