Employee burnout is a real struggle that also negatively affects an organisation. This can lead to higher staff turnover and attrition and may impact the company’s productivity. A report found that the Great Resignation that happened after the pandemic was largely caused by employees feeling overly stressed and exhausted at the workplace.
Here are some alarming statistics to note on this matter:
Burnout happens everywhere. Remote workers are also susceptible to:
As a result, companies look for tips on how to prevent employee burnout before it’s too late.
But how can the signs of burnout at work be recognised? How can organisations address these concerns and support their employees? This article answers these questions and gives a few tips on what employers can do to help their employees who are feeling burnt out.
The World Health Organization defines burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” It can affect anyone’s performance at work, including their energy, motivation, and professional efficacy. It has become apparent that the solution to burnout is more than just a weekend away from work, or taking a short break.
91% of employees feel burnt out because of unmanageable stress or frustration, which affects the quality of their work. Some of the causes of burnout in the workplace include:
It’s important to recognise the common signs of employee burnout to address it early. Keep an eye out for these signs:
In the workplace, nonverbal communication can be an effective way to spot employee disengagement. Employees who act disinterested, frustrated, or nervous in team meetings may be experiencing burnout. They may also avoid volunteering for new projects or keep forgetting to return phone calls or do follow-up emails.
Read More about Improving Employee Engagement in the Workplace on this blog.
A study found that employees experiencing burnout may take four times as many unplanned absences compared with their counterparts. Apart from their mental health, burnout can also affect their body’s ability to fight infections due to chronic stress.
If an employee is frequently missing work due to sickness or to take a break, they may be already dealing with work burnout.
When employees feel burnt out, their purpose for work also gets affected. They may not be able to produce the same output as they normally would if they are dealing with workplace burnout. But it’s also important to recognise that workplace productivity is not the same every day. There are some days or weeks when employees perform at a lower level than usual. Extended periods of poor or minimal performance from a usually reliable employee is certainly a warning sign.
Most individuals who are going through burnout experience a lack of sleep. If this keeps up, the employee can show signs of physical and emotional exhaustion, even if the work does not require too much physical activity.
These symptoms do more than affect the employee’s performance in the organisation– they can negatively affect the employee’s health. Once these signs are spotted, it’s time to take action to help them deal with burnout.
Employee burnout can be harmful to one’s health. If left unaddressed, it can lead to long-term depression and other serious complications. In the workplace, recognising the signs of employee burnout can be the first step to providing support. By recognising these signs, the employee can get the help they need, particularly from their own managers. A study found that employees are 70% less likely to experience burnout if they know their manager supports them.
Simply asking someone how they’re doing can be a great way to open a dialogue, especially if the individual prefers to keep to himself. Some other ways to help employees deal with burnout include:
When all else fails, encourage seeking professional help to address the root of burnout.
One effective way you can help prevent employee burnout is mentorship. A study found that both formal and informal mentorship produced positive effects in reducing the risk of burnout in the workplace. Most of the time, a trusted, aligned mentor is the best person to talk to when stuck at a crossroads. Mentors can draw on their own experience and often spot burnout faster than a direct manager. They are able to provide guidance on how to move forward and reduce the chances of making mistakes and if prepared correctly, can begin supporting the employee to seek the help they need.
Mentors are able to provide solutions, validate and support an employee’s concerns, and provide actionable solutions for how to address what the employee is experiencing. Mentors help burn-out employees by fostering a sense of connection and community. In return, they feel more resilient to face their troubles and have a renewed sense of desire to do well in their jobs. By working with a mentor, they can make better decisions related to their careers.
Mentors who are well trained, and understand their role in supporting employees (not as counsellors, but as experienced peers) can be a great sounding board for issues, and can often convince their mentees to seek additional support much sooner than their leader, or indeed themselves.
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Everyone experiences moments where they need support. Left unchecked, burnout can have a serious impact on both employees and employers, creating an environment of psychosocial risk. Mentoring and other collaborative initiatives provide staff with an outlet to show that some of their experiences are common, whilst also sharing valuable coping strategies.
Resources:
1. Gardizy, Anissa. (2021, June 22). Boston Globe. ‘The Great Resignation’ is looming: Why people are quitting their jobs post-pandemic. https://www.bostonglobe.com/2021/06/22/business/burnout-is-one-key-predictors-turnover-what-know-about-great-resignation.
2. The American Institute of Stress. The Cost of Stress. https://www.stress.org/workplace-stress/.
3. Tiushka, Nazar. (2023. November). MarketSplash. 65+ Burnout Statistics: Employer Solutions, Workplace Stress, Demographic Incidence, And Remote Work Trends. https://marketsplash.com/burnout-statistics/.
4. Wigert, Ben; Agrawal, Sangeeta. (2018, July 12). Gallup. Employee Burnout, Part 1: The 5 Main Causes. https://www.gallup.com/workplace/237059/employee-burnout-part-main-causes.aspx.
5. McCain, Abby. (2023, February 26). Zippia. 25 Crucial Remote Work Burnout Statistics [2023]: How to Recognize and Avoid Workplace Stress. https://www.zippia.com/advice/remote-work-burnout-statistics/.
6. World Health Organization. Burn-out an "occupational phenomenon". https://www.who.int/standards/classifications/frequently-asked-questions/burn-out-an-occupational-phenomenon.
7. Deloitte. Workplace Burnout Survey: Burnout without borders. https://www2.deloitte.com/us/en/pages/about-deloitte/articles/burnout-survey.html
8. Witters, Dan; Agrawal, Sangeeta. (2022, November 3). Gallup. The Economic Cost of Poor Employee Mental Health. https://www.gallup.com/workplace/404174/economic-cost-poor-employee-mental-health.aspx.
9. Columbia University Irving Medical Center. (2023, October 20). What You Really Need to Do to Boost Your Immunity. https://www.cuimc.columbia.edu/news/what-you-really-need-do-boost-your-immunity
10. Cavanaugh, Katelyn; Belfer, Bret; Cline, Debbie; Holladay, Courtney; Pickard, Todd Alan; Thoman, Evan; Chang, Shine. (2021, May 28). Journal of Clinical Oncology. The positive impact of mentoring on burnout: Organizational research and best practice interventions for cancer hospital employees. https://ascopubs.org/doi/10.1200/JCO.2021.39.15_suppl.11012#:~:text=Mentorship%2C%20both%20formal%20and%20informal,at%20al.%2C%202020).