7 Tips to Help Prevent Management Burnout

Are your managers burnt out? You can identify burnout when an employee takes frequent, undefined days off, answers questions with disinterest, and seems generally less happy and productive. Below, we have compiled the top seven reasons managers burn out, plus tips for prevention:

Unattainable Goals

When managers are shooting for the moon with a project that’s too short on time, resources or other support to make it happen, every day can feel like a miniature failure instead of a step toward success.

  • Prevent it with redistribution. Get together as a team or organization and determine smart, attainable goals for every project so benchmarks feel well paced.


By nature, managers wear many hats in the workplace. However, when focus and demand are pulling your leader in too many directions, no project is getting the attention each one deserves.

  • Establish boundaries. Work together to prioritize projects and tasks, and then reinforce that progress by keeping tomorrow’s work where it belongs. Compartmentalization will drive focus.

Task Repetition

Sometimes work is mundane. However, when your manager’s tasks and meetings become too repetitive, it can be mind-numbing. This blur can lead to not only less enthusiasm, but also less productivity.

  • Use creativity. Stir the pot. Have a mid-week brainstorm session, hold a meeting outside on your office’s campus, or find a different way to arrive at the finish line.

Distance from Personal Life

Managers are very in-demand. Their bosses need their attention, their direct reports need their guidance, and there are always clients and projects to nurture. Working long hours, traveling and being on-call 24/7 can cause major imbalances.

  • Provide work-life integration. Pardon your managers to attend to personal matters as needed, redistribute work so hours can be more reasonable, or send a trusted, tenured associate in their place to the next out-of-state conference.

Vague Expectations from Managers

Unless they own the company, every manager has a manager of their own. Though nobody likes a micromanager, vague expectations and unavailability are worse. If your managerial employees don’t know what success should look like, they won’t ever feel as though they’ve reached it.

  • Practice communication. Be sure to stabilize lines of communication and ensure that from top to bottom, expectations for success are clear and established.

Loss of Purpose

When your manager no longer feels that their work is important to the success of the company, the “why bother?” mentality sets in.

  • Prevent it with goals. Be sure to frequently re-establish the importance of each department and member of the team. Hold a ‘rally’ for the company to celebrate achievements and redefine company goals.


Sometimes, there just aren’t enough hours in every day and the pressure can really weigh on managers.

  • Designate a reliable associate to serve as a project lead for every active project. This way, the manager has a go-to for progress reports and distribution of tasks, and the rest of the team has an intermediary to go to for basic questions.

If your managers appear burnt out this summer, consider providing a little extra staff support to cool things down. Malone Staffing Solutions can provide quick, efficient contingent staff reinforcements to strengthen your team and re-enlist your manager’s leading energy. Contact us about recruiting contingent workers today!



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