For many Americans, the workplace is a greater source of stress than their personal lives. When left unchecked, that stress can lead to a more serious situation: burnout.
The past four years of navigating COVID-19, layoffs, remote work, increased workloads and stagnant wage growth in the face of inflation have resulted in more employees experiencing burnout than ever before.
The costs associated with increased absenteeism, reduced productivity, lower engagement and interpersonal conflicts among employees can cost companies hundreds of thousands of dollars over the course of a year. Employers must take proactive measures to prevent employees from reaching this burnout stage, as recovery from severe burnout can be challenging, if not impossible.
Stress vs. burnout
While “stressed” employees typically strive to stay engaged and connected to their work environment, those experiencing burnout often display signs of disengagement, lack of motivation, feelings of helplessness and a belief that improvement is unattainable. Burnout can manifest as mental and/or physical exhaustion, insomnia, irritability, diminished enthusiasm and decreased productivity.
Once an employee reaches burnout, it can be challenging for them to regain their previous engagement level.
How managers can extinguish burnout
As a manager, it’s helpful to ask yourself these questions to get ahead of losing talent to burnout:
1. Are the expectations you have set for your employees unclear and/or unrealistic?
Unclear or unrealistic expectations can contribute to employee burnout. If your employees are uncertain about their roles, priorities or goals, they may experience burnout as they struggle to meet expectations. Ensure your team is aligned on objectives, understands company priorities and knows the standards by which they are measured. Regularly review Key Performance Indicators (KPIs) to ensure they align with company goals and keep employees on track, minimizing surprises during performance reviews.
2. Are the stakes for making a mistake too high?
If an employee constantly fears job insecurity and lacks a sense of safety or security when learning new things, this can lead to considerable burnout over time. No one wants to work in an environment where mistakes, which should be opportunities for learning, result in discipline or termination instead.
3. Is there a lack of downtime in an employee’s role?
There will inevitably be busy seasons or special projects (such as benefits open enrollment, implementing a new accounting system, or securing a significant new client or customer). However, if employees never have opportunities to regroup, think proactively or see a clear end in sight, they may become burned out. Long-term functioning becomes challenging when everything is treated as a top priority. If everything feels urgent, it’s crucial to reassess goals, prioritize effectively and focus on what truly matters.
4. Do you have clear boundaries set with employees?
Do your employees feel obligated to answer calls and emails after hours, on weekends, holidays or even during their paid time off? Employees must be able to disconnect from work to prevent stress from escalating into burnout. Ensure your team is cross-trained and prepared to cover for each other during absences. Make it explicit that no one is required to work off the clock or excessively long hours.
5. Are you addressing toxic work behaviors?
If employees witness colleagues getting away with behaviors like bullying, harassment, rule-breaking or policy violations, it can demoralize them. Managing problematic behavior promptly — either by helping employees correct their actions or by taking necessary disciplinary measures — is crucial. A healthy workplace culture, where standards are upheld consistently, significantly reduces employee stress and fosters a positive work environment.
6. Are your processes efficient?
If employees perceive their work as tedious or unnecessary, it can lead to burnout over time. Regularly reviewing internal processes and seeking input from those performing the tasks on how to enhance efficiency is essential. Implementing suggested improvements can alleviate feelings of burnout and improve overall productivity.
7. Do you solicit feedback from your employees?
If you’re unaware of your employees’ sentiments, it’s challenging to enhance their work environment effectively. Though it may be difficult to confront harsh realities about your employees’ perspectives, it’s crucial to empathize and gain insights from their standpoint. Taking the time to understand their feedback allows you to make necessary improvements. Ignorance of your employees’ perceptions of the company and their roles can lead to significant issues.
8. Do you offer time-management training or programs to assist your employees with their workload?
Some employees may benefit from assistance in improving their time management skills. Providing them with the right tools and training can increase their productivity
and reduce stress as they learn to manage their daily workloads. Investing in time-management programs for your employees not only benefits their personal development but also enhances overall efficiency and effectiveness within your company.
9. As a manager, are you trained to notice employees who may be experiencing stress or burnout? Do you have the tools to find the root cause?
Request training to help recognize signs from employees who may be struggling or experiencing stress at work. This training should teach effective communication skills and ensure you and other managers have the necessary support from HR and/or upper management to assist employees before issues escalate. Early intervention can prevent potential problems from becoming more serious.
Stress in the workplace is inevitable, but there are ways to prevent burnout. You can cultivate an engaged workforce by keeping a pulse on the state of your team and implementing the suggestions above to ensure employees are not pushed beyond their limits.
If your company offers an Employee Assistance Program (EAP), ensure all employees are aware of this confidential and free resource and make it easily accessible for employees should they need support.