The World Health Organization defines burnout as “a syndrome resulting from chronic workplace stress that has not been successfully managed.” While every job comes with stressors, the keyword, as expressed by the WHO, is “chronic.” When that stress is constant and unrelenting and fails to ease when normal measures are taken, then it can escalate into burnout, even for the most driven and highest-performing individuals.

Burnout has always been a concern, but its frequency escalated during and after the Covid-19 pandemic, contributing to a period that has become known as the Great Resignation.

To help your employees avoid burnout, start by knowing its symptoms, so you can spot them early on. Also, be aware of measures you can take to avoid and relieve burnout before it’s too late.

Keeping Employees Engaged in Your Organization

The Symptoms

To identify where your employees may be on the path to burnout, be aware of these ongoing signs:

• Exhaustion
• Reduced productivity
• Pessimism or cynicism about their work
• Sensitivity to feedback
• Inefficacy
• Feelings of detachment from your company or their team

Burnout also may manifest in physical symptoms, including headaches, digestive issues, and even heart problems. Related behaviors may be avoidance of decision-making, feelings of inadequacy or lack of qualification for a job, inefficiency, continued missed deadlines, or poor quality work.

Preventive Measures and Solutions

When these warning signals appear, address the situation by identifying the root cause of looming burnout. Then, work to create a supportive environment.

• Assess employees’ workload and the expectations placed on them to ensure they’re not spread too thin. If your assessment reveals that team members are, in fact, overworked, consider reassigning or outsourcing some of their tasks and responsibilities.
• Support people’s mental health and resilience. If you don’t take care of your people, your competition will. Offer benefits including access to behavioral health providers and caregiving services, as well as an employee assistance program (EAP). Other helpful offerings include additional paid time off, condensed workweeks, schedule flexibility, and remote work options.
• Keep two-way communication lines open. Make sure managers check in with their employees one-on-one about their personal and professional well-being. Provide training in active listening and other techniques, and make it a practice never to dismiss complaints or negative feedback.
• Lead by example. Promote a healthy work/life balance by maintaining your own boundaries and demonstrating your commitment to this goal. When employers and managers show that they understand the realities of life inside and outside work, it helps employees feel heard and supported.

See How KeyHR Can Help Find an Outsourcing Partner for You

If your team is overworked, you may want to consider outsourcing some or all of your payroll or other HR functions to a trusted third-party partner, as a further means of keeping burnout at bay. To learn more, contact KeyHR today. We are aligned with leading preferred provider companies to meet our clients’ benefits, insurance, and other talent management needs. We look forward to adding you to our growing professional network.