CPA Practice Advisor - 30

THE STAFFING & HR ADVISOR

Pandemic-Era Burnout:
How to Protect Your Finance Team

THE COVID-19 PANDEMIC has made 2020 one of the most stressful years ever for finance
workers - and has led to a rise in burnout. Many staff are classified as key workers and
have been toiling around the clock to deliver essential services, often with leaner teams
to rely on for support. Add to that the challenges of remote working, childcare and
lockdowns, and the pandemic is taking its toll. A recent survey by Robert Half revealed
more than one-third (34%) of workers feel more burned out than they did a year ago.
Should you be concerned? Yes.
Working in constant overdrive is not
only bad for one's health - it's bad for
business.
The most important aspect to
understand about burnout is that it's
not inevitable. Managers can help their
teams by staying aware of key factors
and taking preventive steps.

WHEN DOES STRESS
BECOME BURNOUT?
Everybody feels stressed at times. It
can even help us focus. But there's a
big difference between the satisfying
exhaustion following a busy day and
the perpetual fatigue of burnout.
Whereas stress is often tied to a
project deadline or other temporary
situation, burnout is a response to
excessive, prolonged tension that
leaves professionals feeling mentally,
physically and emotionally drained.

WHY IS IT HAPPENING
NOW?
The pandemic has upended our daily
routines, creating multiple challenges.
Many staff have taken on additional
responsibilities and may be struggling
to manage their workload. Operating
with fewer resources and competing work-life commitments has left
them feeling stretched thin. Younger
employees seem to be suffering most,
with 37% of workers aged 25-40 reporting signs of burnout. And women (38%)
were more likely than men (30%) to
report a rise in burnout.

30

DECEMBER 2020 ■

HOW TO RECOGNIZE
BURNOUT IN YOUR TEAM
If you know how to spot the early
warning signs, you can stop burnout
in its tracks - with tremendous
upsides for your firm's future and the
well-being of your staff. Here are some
red flags to look for:
■ Negative attitude - If a previously
upbeat employee becomes despondent
or cynical, you need to find out why.
Do they have an excessive workload?
Are they feeling fed up with their role?
■ Declining standards - If you're
concerned about the quality of a
team member's output, don't brush
it aside. Submitting incomplete work
or making mistakes is a sign of poor
concentration, which can result from
insomnia, tension and mental fatigue.
■ Missed deadlines - Good finance
professionals under st and t he
importance of deadlines and won't
need you to tell them that late delivery
is unacceptable. So if a team member
starts missing targets without explaining why, their morale and motivation
may be dropping to dangerous levels.

HOW TO GET AHEAD OF
EMPLOYEE BURNOUT
Left unchecked, burnout can lead to
decreased productivity and increased
staff turnover, both of which can be
costly for your firm. While there's no
one-size-fits-all answer, here are some
ways you can help staff avoid, mitigate
and recover from burnout:
■ Check in regularly. Never assume that
no news is good news. Regular com-

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munication is vital if you want to pick
up on signs of burnout - especially
when working remotely. Arrange
regular one-to-one calls with your
team, and invite staff to talk to you if
they're feeling stressed.
■ Ask the right questions. If you want
to find out how someone is, don't just
ask them how they are - most of the
time, they'll simply say " fine. " If a team
member is struggling, dig deeper by
asking them constructive, open-ended
questions such as: " You're a huge asset
to this firm, so what can I do to help
you get back on track? "
■ Help staff prioritize. Workers who are
feeling overwhelmed may struggle
to see the forest for the trees. Help
them identify their most urgent or
business-critical tasks and discuss any
obstacles. Encourage staff to complete
one job before starting the next, rather
than multitasking.
■ Bring in support. During busy periods,
such as year-end or payroll processing,
consider hiring interim professionals
to assist your full-time staff. Not only
will this relieve the burden of their
day-to-day duties, it will help your
team feel supported.
■ Encourage time off. Employees who
are burdened with a heavy workload
may be reluctant to take a break.
Encourage staff to take breaks from
their screens during the day and
use all their vacation time. Even if
they can't go anywhere due to the
pandemic, time off is still important.
■ Be as flexible as you can. Perks such
as windowed working and extra

PAUL McDONALD

Senior Executive Director
Robert Half
paul.mcdonald@cpapracticeadvisor.com

vacation days don't cost much and
can make a huge difference in morale.
Allowing flexible working patterns
helps employees achieve better
work-life balance.
■ Provide helpful resources. Many
firms offer wellness packages that
support a healthier lifestyle. These
can include free workshops, webinars
and advice on staying mentally and
physically well. Make sure your team
knows about any programs on offer.
■ Keep it real. Be honest with your
team about your own struggles with
burnout. Showing vulnerability like
this can ease your employees' stress
and give them more positive feelings
toward opening up about - and
overcoming - their challenges.
■ Keep it positive. Having their work
recognized and rewarded is extremely
motivating for staff. Likewise, fun
is a great stress-reliever. Even when
you're busy, take time to appreciate
your team and keep the mood light.
As a manager, it's up to you to set the
tone and create a positive atmosphere.
Finance workers are putting more
time and energy into their jobs than
ever before. Managers must actively
support, engage and reward staff if
you want to retain top performers.
Yet dealing with other people's emotions is stressful, and finance leaders
themselves are at high risk of burnout.
So make sure you follow your own
advice and seek help when you need
to. If you want your team to have a
good, balanced work ethic, you need
to have one too. ■
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