3 Ways To Prevent Employee Burnout In The Insurance Sector

The insurance sector is known for its high-pressure environment, but the stress has been particularly intense recently due to talent shortages. It's not uncommon for employees to manage heavy caseloads with tight deadlines, exacerbated by a lack of staff. 

As a result, burnout rates in the insurance industry have been climbing. A 2022 study found that the burnout rate in the insurance industry is 39%, 4% higher than the average, placing it among the top five sectors with the highest levels of burnout (Insurance Business Mag).

Burnout is precisely what the insurance industry doesn’t need right now. 

With talent shortages and an ageing workforce creating a looming void, employers must do everything they can to retain their current employees. But with the market struggling, how can you, as an employer, alleviate that pressure on your employees? Not in the far future with the hope of market improvements, but now, to ensure the situation doesn't worsen.

Understanding Burnout

Before diving into solutions, it's important to understand what burnout means for employees. Burnout can manifest in various ways and has significant implications for both employees and the company. When employees are overwhelmed and overworked, their performance suffers. Burnt-out employees are likely to miss deadlines, make mistakes, and face numerous issues due to not being in the right mental state to produce quality work.

Initially, stress can sometimes lead to increased productivity, but this is often short-lived. Prolonged stress eventually results in disengagement, reduced productivity, absenteeism, and ultimately, turnover. This cycle of burnout and turnover can create a vicious loop that further exacerbates the staffing challenges in the insurance sector.

Communicate with Employees

Effective communication is crucial in preventing burnout. As a manager, your goal isn't just to support employees' professional growth but also to ensure they're in an environment conducive to growth. Regularly check in with your employees to understand their workload and stress levels. Open and honest communication can help you identify burnout before it becomes severe.

Start by holding regular 121 meetings where employees can speak candidly about their workload and any challenges they're facing. 

This isn't just about listening; it's about taking actionable steps based on their feedback. If an employee is struggling, consider redistributing tasks, offering additional resources, or providing more flexible deadlines.

But it shouldn't stop there. Create an environment where employees feel comfortable voicing their concerns without fear of judgment or repercussions. When employees trust that their well-being is a priority, they are more likely to communicate openly about stress and burnout.

Promote a Real Work-Life Balance

While many companies have adopted hybrid working models, work-life balance goes beyond the ability to work from home. According to CII, 86% of employees go into the office only three times a week or less, so physical location isn’t the issue. A healthy work-life balance involves more than just where you work; it's about the culture surrounding work hours and expectations.

In many companies, a culture of overworking is not just expected but celebrated. This mentality can significantly exacerbate burnout and as an employer, it’s your job to shift the narrative. 

Make it acceptable for employees to have a life outside of work. Encourage them to take their lunch breaks, use their annual leave, and avoid responding to emails outside of work hours.

Of course, late nights in the office might be inevitable sometimes, but if they're happening frequently, it’s a sign of deeper issues. Promote a culture where rest and recovery are valued. This could include implementing policies that discourage after-hours work, recognizing and rewarding employees who manage to maintain a healthy work-life balance, and offering flexible working arrangements that cater to individual needs.

Implement a Performance Management Strategy

Burnout isn't always due to a heavy workload. Sometimes, employees are working hard but lack the direction needed to progress. This can lead to frustration and burnout. A performance management strategy provides structure and clear expectations, helping employees see the path forward.

A performance management strategy includes four key components:

• Goals and Expectations: Clearly defined goals give employees a sense of direction and purpose. Ensure these goals are achievable and aligned with the company’s objectives.

• Progress Monitoring: Regularly track and review employee performance. This helps in identifying potential burnout early and provides opportunities for feedback and adjustment.

• Continuous Feedback: Constructive feedback helps employees improve and feel valued. It also provides a platform for employees to discuss their challenges and seek support.

• Rewards and Recognition: Recognize and reward hard work and achievements. This boosts morale and motivates employees to maintain high performance.

• Clear Progression Plan: Employees should know how they can progress within the company. Outline clear career paths and provide the necessary resources and support for professional development.

With an ageing workforce and talent shortages, focusing on employee development is an obvious way to retain talent. Attracting new employees is only part of the solution; ensuring they see a future with your company is equally important. Without a strategy that supports employee success, you'll face disengagement and turnover. Employees need to know that their hard work is recognized and that there are opportunities for advancement.

- Written by Ben Pope

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