Burnout: The impact is greater than you think.

According to recent Gallup research, 76% employees experience burnout at least some of the time. Surprising? Saddening? We think so.

Think of your own team. Could you guess who is burnt out? Would they tell you if they were? 

Mental health and wellbeing at work have been a key focus for employers in recent years. Since Jacinta Ardern stood down as New Zealand’s Prime Minister last month, citing not having “enough in the tank,” questions have been raised about how and why some people get to this critical point of poor mental and physical health caused by work. 

Does the individual not realise they are on a downward spiral, or do they know but feel stuck in the lifecycle of work until they are no longer in control? 

Do their peers not see the signs? Or is it just not managed effectively or even spoken about? 

Has burnout become the norm?

The impacts of burnout

Burnout is not just felt by the individual suffering from it. It has an impact on an organisation holistically. 

According to research by Kronos and Future Workplace, burnout is the biggest threat to workforce retention.

But it doesn’t have to be. Burnout can be avoided by focusing on your employee experience. If you listen to and understand your people, you can spot potential issues ahead of time and manage them.

Ignoring potential employee burnout can have severe impacts on your organisation, including:

• decreased productivity and standard of work

• increased turnover and losing top talent

• unhappy employees, leading to low morale across the team.

Can you spot the signs of burnout?

If you’re an employee-focused organisation already engaged with your workforce, you may have an easier time spotting the signs of burnout within the team. 

Your employees should feel comfortable enough to speak with you or their peers about how they are feeling so that problems can be addressed early. 

Otherwise, the signs of burnout include:

• an employee who looks tired or depleted

• an employee who appears distant from their work

• an employee who displays a noticeable decrease in work productivity and efficiency

• an employee who makes negative comments about their role or company

• an employee who starts taking more sick days

• colleagues are complaining about an employee’s change in behaviour

Spotting the signs of burnout early, raising them with the individual and coming up with a plan to help will have long-lasting benefits to your organisation.

How to avoid employee burnout

It’s important to take the time to regularly check in on your team in case warning signs slip through the cracks. Simple actions consistently incorporated into the work day can lead to a healthier, happier workforce.

Offer flexibility

Everyone works differently. Identifying how an individual likes to work may increase their productivity and wellbeing. Flexible hours with hybrid and/or remote working and part-time options are examples of how you can give individuals the opportunity to make work work for them. Flexibility can mean your people don’t have to work under pressure when they don’t have the capacity.

Agree on realistic expectations

To enable your people to perform to the best of their ability, set clear expectations from the beginning. What are their hours? What is the agreed upon outcome of work, and how will this be monitored? Realistic expectations and clear communication channels can reduce stress and pressure on your team.

Reward achievements, and provide job satisfaction

If your people are performing well, highlight their achievements. This will give them confidence that they are doing the right thing, and it will make them feel appreciated, motivating them to do more of the same.

A report by Achievers found that 92% of employees are more likely to repeat a specific action if they receive recognition for it.

Wrapping up

Employee burnout is a risk all organisations face, but it can be avoided and managed if identified early. Know the signs, and work to create an environment where your people can thrive.

Want to read more about how to create a positive employee experience and help your people enjoy a positive employee experience? Head over to the Heart Talent blog for more useful content.