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Writer's pictureJoseph Camarota

EMPLOYEE BURNOUT

We've all been there, whether it's yourself or your employees, when the job becomes an unwanted chore and something you dread going to. This isn't to say your job should be the crowning achievement of your day, but it should be a place you feel welcome, safe, and comfortable. Unfortunately, for many reasons, this isn't always the case. Sometimes it is the person and there's nothing you can do, but many times it's an employee you cherish and envision them having a role in the future with your organization.


I came across this article by Indeed the other day and I found it to be extremely enlightening and helpful. You can read a snippet below or, for the full article, go here: INDEED ARTICLE:


"Employee burnout is a serious mental health concern that can affect businesses of all kinds. In fact, according to an Indeed survey, 1 in 4 job seekers report looking for new job opportunities when they’re feeling discouraged or dissatisfied about their current job situation.

That’s why it’s crucial for employers to recognize the signs of employee burnout and take steps to prevent and address it within their teams. Below, learn how to identify, prevent and address employee burnout at your business.


What is employee burnout?

Employee burnout is when employees become exhausted, frustrated, disengaged and unmotivated at work. It often occurs when a person is both physically and mentally drained, which causes employees an inability to work as productively as they normally would. The condition can lead to poor performance at work, decreased productivity, inter-workplace conflict and mental health issues.

In 2019, job-related burnout was officially recognized as a mental health concern by the World Health Organization (WHO). According to the WHO’s eleventh revision of its International Classification of Diseases (ICD-11) diagnosis guidelines, employee burnout signs include:

  • Feelings of energy depletion or exhaustion

  • Increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job

  • A sense of ineffectiveness and lack of accomplishment

Common causes of employee burnout

Employee burnout has many causes and can happen to employees regardless of age or experience level. Numerous factors can lead to burnout, such as increased demands, overwhelming workloads, lack of recognition, feelings of helplessness, unjust treatment, and negative relationships with colleagues. 

Burnout often happens when employees with a history of performing well are given additional responsibilities or asked to complete their tasks in less time. Although the employee tries their best to perform well under these new conditions, pressure from their supervisor or pressure they place on themselves can cause mental stress.

Other employees experience burnout if they do the same job for too long without being given any opportunities to grow their career. Additionally, professionals who create for a living (e.g., writers, graphic designers) sometimes run into mental blocks that prevent them from generating new work.

Other issues that can cause employee burnout include:

  • Unrealistic deadlines or schedules

  • High-stress work environments that do not allow enough breaks

  • Harsh consequences or disciplinary measures in response to failure

  • Not enough praise or recognition for exceptional performance

  • Lack of independence or autonomy in the workplace

  • Ineffective leadership

  • Lack of adequate staff to do the work

Employee burnout signs

Here are a few signs of employee burnout to keep an eye out for:

  • Lack of interest or enthusiasm

  • Moving slower than normal

  • Disinterest in conversation

  • Disengagement

  • Exhibiting a negative attitude

  • Frequent tardiness or absences

  • Decline in productivity

  • Producing lower quality work

Noticing and taking steps to mitigate employee burnout is an important practice for businesses. Burnout can happen to anyone, including supervisors and those in upper management. Employers who ignore burnout often encounter unusually high job dissatisfaction and employee turnover rates.

You may also find that employee burnout can cause long-term losses. Burned-out employees are more likely to take PTO and call in sick during busy workweeks. They’re also often looking for other jobs and may resign with little to no notice. That means learning to handle employee burnout effectively can save you time, money and mental strain.


10 ways to help employees with burnout

There are many methods and strategies you can implement to address employee burnout. The first step in overcoming burnout is learning how to mitigate it within your organization. Employers can help promote the mental health and well-being of their team members by establishing a work environment that fosters appreciation, respect and support.

There is no one-size-fits-all solution for dealing with burnout, but here are 10 tips every employer can follow to try to alleviate some of the pressure their employees are dealing with.


1. Reach out to those who are struggling

If you suspect an employee may be experiencing burnout, the first step is to request a one-on-one meeting. In a private conference, share your concerns and ask them if they’re feeling unmotivated or overwhelmed. Encourage them to be honest. Even if they’re not yet burned-out, talking over common employee burnout signs with a manager can help them self-evaluate and prevent any issues that may come up.

Once you’ve established a rapport, you can work together to find a solution to the problem. Possible solutions to employee burnout include giving them time off, reassigning one of their projects to someone else or moving them to a different team or department.

2. Create a safe space

It’s important to catch burnout and address it before the employee feels like their only option is to quit. Managers should be on the lookout for signs of burnout. Some common symptoms of burnout include the following:

  • Exhaustion or constant fatigue

  • A cynical or negative attitude

  • Frequent illnesses

  • Reduced productivity

  • Loss of interest in the job.


The story continues here  INDEED ARTICLE:

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