Burnout among middle-level managers in Australia is becoming an increasingly pressing issue. Roles such as payroll managers, operations managers, and mid-level HR professionals are particularly vulnerable due to their unique position within the organisational hierarchy. These managers face immense pressure from both upper management and their teams, leading to increased stress and burnout. This article explores recent trends and statistics on burnout in these roles and offers strategies for individuals and organisations to combat this growing problem.

Recent Trends and Statistics

Increasing Burnout Rates

Recent studies show a significant increase in burnout rates among middle-level managers in Australia. According to a 2023 report by the Australian Institute of Management (AIM), nearly 58% of managers reported experiencing burnout, up from 42% in 2019. This rise is attributed to factors such as increased workloads, insufficient resources, and heightened pressure to meet organizational goals.

Specific Vulnerabilities of Internal Staff

Internal staff such as payroll managers, operations managers, and mid-level HR professionals are particularly susceptible to burnout. A 2022 survey by the Australian HR Institute (AHRI) found that 68% of payroll managers reported feeling overworked, with 62% expressing concerns about their mental health. Similarly, 66% of operations managers and 59% of mid-level HR professionals reported high levels of stress and burnout.

 Impact of Remote Work

The shift to remote work during the COVID-19 pandemic has also contributed to burnout. Middle-level managers have had to navigate new challenges such as managing remote teams, ensuring productivity, and maintaining team morale. The added pressure of adapting to these changes has exacerbated stress levels, with 53% of managers reporting increased burnout due to remote work, according to a 2021 survey by Deloitte Australia.

Contributing Factors to Burnout

High Workloads and Pressure

Middle-level managers often juggle multiple responsibilities, including overseeing teams, managing projects, and meeting performance targets. The pressure to perform and deliver results can lead to long working hours and high stress levels.

Lack of Support and Resources

Many middle-level managers feel they lack the necessary support and resources to perform their roles effectively. This can include insufficient staffing, inadequate training, and limited access to tools and technology.

Role Ambiguity and Conflict

Middle-level managers often experience role ambiguity and conflict, as they must balance the demands of upper management with the needs of their teams. This can create tension and uncertainty, contributing to burnout.

Strategies for Individuals

Prioritise Self-Care

Middle-level managers need to prioritize self-care to prevent burnout. This includes more exercise, less alcohol, healthy eating, adequate sleep, and for some mindfulness practices such as meditation and deep breathing exercises are highly effective. Try one of the many free mindfulness apps available. Setting aside time for hobbies and activities outside of work can also help to reduce stress.

Set Boundaries

Setting clear boundaries between work and personal life is essential for managing stress. Middle-level managers can establish specific work hours and avoid checking emails or taking calls outside of these times. It is also important to communicate these boundaries to colleagues and supervisors.

Seek Support

Seeking support from colleagues, mentors, or professional networks can provide valuable guidance and encouragement. Middle-level managers should not hesitate to ask for help when needed and consider joining support groups or forums where they can share experiences and advice with peers facing similar challenges.

Develop Time Management Skills

Effective time management can help middle-level managers manage their workloads more efficiently. Techniques such as prioritising tasks, delegating responsibilities, and breaking large projects into smaller, manageable steps can reduce stress and prevent burnout.

Engage in Professional Development

Continual learning and professional development can help middle-level managers feel more confident and capable in their roles. Attending workshops, conferences, and training sessions can enhance skills and provide new strategies for managing stress and workload.

Strategies for Organisations

Foster a Supportive Work Environment

Organisations need to create a supportive work environment that prioritises employee well-being. This includes promoting open communication, recognising and rewarding hard work, and providing opportunities for professional growth.

Implement Wellness & Educational Programs

Wellness programs can help to reduce stress and promote a healthy work-life balance. Organisations can offer mental health support, fitness programs, and stress management workshops.

Provide Adequate Resources and Support

Ensuring that middle-level managers have the necessary resources and support to perform their roles effectively is crucial. This includes providing adequate staffing, access to tools and technology, and opportunities for training and development.

Encourage Work-Life Balance

Organisations can encourage work-life balance by promoting flexible working arrangements, such as remote work or flexible hours. Encouraging employees to take regular breaks and use their vacation time can also help to prevent burnout.

Regularly Assess Workload and Responsibilities

Regularly assessing the workload and responsibilities of middle-level managers can help to identify potential sources of stress and prevent burnout. Organisations can conduct regular check-ins and surveys to gather feedback and make necessary adjustments.

Conclusion

Burnout among middle-level managers in Australia is a growing concern that requires immediate attention. By understanding the contributing factors and implementing effective strategies, both individuals and organisations can work together to reduce stress and promote well-being. Prioritising self-care, setting boundaries, seeking support, and developing time management skills are crucial for individuals, while organisations must foster a supportive work environment, implement wellness programs, provide adequate resources, encourage work-life balance, and regularly assess workloads. Addressing burnout is not only vital for the health and well-being of middle-level managers but also essential for the overall success and productivity of the organisation.

If you’re unsure where to begin or lack the internal expertise to determine if burnout is an issue in your organization, consider engaging a professional.

Margie Ireland is one of the few Leadership Coaches who is also a registered Psychologist, who has proven to help CEOs, MDs, and HR Executives uncover and identify hidden weaknesses, and the necessary changes and their implementation to steer clear of potential risks and achieve better results. Margie works with medium-sized organisations and large corporates across diverse industries. For more information go to www.margieireland.com