Why do people get burn out on jobs? Well, one reason I have learned from experience is that some people get burned out with being in a position where they are closely micromanaged and always being told what to do. If a person is always being told what to do and is never given any wiggle room to set their own pace, this could cause a person to become discouraged and burnout. The challenges involved with this issue is that, sometimes it may be hard to pick up on until it is too late and you’re either receiving a two weeks’ notice or you have all of a sudden, a staff who is no call, no show. One of the six essentials is positive thinking. First, setting and being an example for your staff is very important. Using positive thinking to create a positive environment is needed to be successful. Managers can do this by talking with staff. Asking for ideas and feedback on departmental issues. Encouraging independent work habits will also help your staff to be productive and not burn out so easily. Another thing a manager can do is to not always give feedback. Sometimes feedbacks can make staff feel incapable of performing tasks. What should be done is give praises when they are do. Communication is very important. Keeping an open line of communication with staff may produce positive outcome. If a person feels that they can come talk to manager, leaving the job may never happen, but people that can’t talk to the manager will only become stressed and left the job. Resources Buckingham, M., & Goodall, A. (2019). The feedback fallacy: For years, managers have been encouraged to praise and constructively criticize just about everything their employees do. But there are better ways to help employees thrive and excel. Harvard Business Review, (2), 92. Cabrera, E. F. (2012). The six essentials of workplace positivity. People & Strategy, 35(1), 50–60. Question: Offer other examples that you have seen that further inform the poster about how these issues can impact the organization, the manager, or the employee.