1. BURNOUT
“Burnout is a state of emotional, mental and physical exhaustion caused by excessive and prolonged stress”.

2. Recognize it, Fix it, Prevent It.

3. Symptoms and Signs Reduction in productivity
Feeling like you have no more to give
Everyday is a bad day
Feeling that all of your daily tasks are extremely overwhelming.
Nothing you do makes a difference or is appreciated.
Excessive use of sick leave.
Work plan/outcomes achievements stagnate.

4. What causes burnout? Feeling that you have no control over your work.
Lack of recognition or rewards
Unclear or overly demanding job expectations
Doing monotonous or unchallenging work
Working in a chaotic or high pressure environment.
Burned out employees sharing their burnout with other employees…spreads like wildfire.

5. Turnover Average turnover is 17% in non-profit sector in 2013.
Ours averaged 8% last year.
Measure your turnover
Exit Interviews
Recruiting staff who are a “good fit” even if their skill level may not be as high as the other candidates. It’s just as important.

6. Retention
Staff retention continues to be a major challenge among the nation’s nonprofits. Only 10% of the organizations surveyed indicated they have a formal retention strategy.
Many nonprofits report no formal retention strategy, but the majority of them have informal strategies their nonprofit implemented to increase retention such as social events, staff development opportunities, employee wellness programs, and flexible scheduling.
Create an environment where people want to work. Mission based environment.

7. Individual Strategies
The majority of us are social workers, so we know what we should do…..but do we?
Short breaks
Lead a healthy lifestyle
Set boundaries
Take a break
Find creative side
Manage stress…..blah blah blah

8. Organizational Strategies
Create opportunities for staff to participate in staff morale
Bring in a third party to evaluate staff (focus groups)
Recognize when it’s time to take a break from work and create fun (staff “retreats” don’t always mean strategic planning)
Allow your staff to take responsibility within your organization when there is conflict tor staff complaints. Respond as an organization.
Allow staff (leadership) to do the things that they enjoy even if it means it’s not most efficient.
Encourage employees to take on new experiences, duties

9. Our Strategies
Focus groups with third party evaluators. Tough to hear some of the feedback.
Follow through with recommendations.
Engage staff (Employee Recognition Committee)
Budget for activities (it’s cheaper than turnover)
Spirit Week ($300) Amazing Race ($1,000)
Use your partners and contacts
Staff Meetings (keep date consistent, staff participate)
Identify staff who are really good at helping to plan things
SHOUT OUTS (all month long)
Transparency (review budget, work plans, inter-departmental information)

10. Find the right staff to help!

11. Have FUN

12. Spirit Week 2014

13. Amazing Race

14. Minute to Win IT!