What are the Signs of Workplace Burnout?
It is essential to recognise workplace burnout before you understand how to deal with it. The human body will always give signs when it has crossed the limit of stressing over work things, and when it does, do not ignore these signals. Here are some signs of workplace burnout you need to look out for in your employees:
1. Exhaustion
Whether it's feeling like a zombie even after a good night's sleep or being emotionally drained to the point of numbness, workplace burnout can manifest in various ways. If you find your employees in a perpetual state of exhaustion, it might be a sign of burnout.
2. Detachment and Cynism
Constant work burnout can lead to employees becoming cynical and negative toward their colleagues and the workplace. They may even become detached and lack the enthusiasm to preserve work relations.
3. Unproductivity
A noticeable decline in work quality and productivity often indicates burnout. Employees might find it difficult to finish tasks, fail to meet deadlines, and show decreased involvement in their duties.
4. Absenteeism
Burnout frequently leads to increased absenteeism. Your employees might often report being ill, using physical health issues as a means to handle their mental and emotional fatigue.
Cause of Burnout in Employees
There are several causes that might lead to burnout in employees, and some of them are mostly linked to management. Here are the causes of employee burnout at the workplace:
1. Work Overload
Employees are more prone to burnout when they are regularly overburdened, tasked with unattainable workloads, or compelled to work extended hours without adequate rest.
2. No Control Over Work
Employees with little control over their tasks, decision-making, or career growth are more susceptible to burnout. Micromanagement and restricted autonomy can intensify these sentiments.
3. Toxic Workplace
Unclear job expectations, micromanagement, and negative attitudes can all contribute to burnout. Organisations that use negative approaches foster toxic workplaces, which drain enthusiasm and increase stress levels.
4. No Connection with Team Members
Feeling a sense of belonging is crucial for mental health and overall well-being, both in personal life and in the workplace. When individuals feel integrated into a community, their likelihood of flourishing increases. Therefore, forming social connections at work is essential.
5. Inefficient Leadership
Ineffective leadership and poor management significantly contribute to employee burnout. When employees do not trust their leaders or feel unsupported, their likelihood of experiencing burnout increases. The ability of leadership to foster a healthy work environment is essential for preventing burnout.
6. No Work-Life Balance
The distinction between work and personal life becomes increasingly unclear due to influences such as remote work and constant technological connectivity, which can create continuous work expectations and lead to burnout. Leaders must recognise these indicators and tackle the root issues to foster a healthier and more supportive workplace.
7. Workplace Conflicts
While toxic work culture can also be a cause of workplace burnout, it’s crucial to look out for any signs of workplace conflicts between employees, as that can also be a leading cause of burnout in employees. Notice if any office bullies make it difficult for others to work.
8. Prejudiced Treatment
Unfair treatment includes bias, favouritism, and mistreatment by a coworker, as well as inequitable compensation or company policies. It is illegal to discriminate against someone based on age, gender, race, or sexual orientation, including through harassment. This prohibition should be evident in most employers' anti-discrimination policies.
How to Deal with Burnout at the Workplace?
Addressing workplace burnout necessitates a comprehensive strategy that includes individual, organisational, and systemic changes. Additionally, companies can significantly contribute by creating a supportive work environment, setting achievable expectations, and offering resources for managing stress.
Here are some ways to deal with burnout as an organisation:
1. Encourage Communication
Managers ought to create a culture of open and honest communication. Motivating employees to articulate their concerns, discuss their workload, and convey their difficulties is essential for recognising the causes of burnout.
2. Provide Management Training
Provide managers with the essential skills through thorough management training programs. These should cover technical knowledge and include vital soft skills training, such as communication, delegation, and conflict resolution. This approach enables them to lead and support their teams effectively.
3. Give Regular Breaks
Everyone requires time off to recuperate. Overworking employees is counterproductive and results in burnout. It's essential for managers to balance workloads, set achievable goals, and recognise when someone has been working excessively hard for an extended period.
4. Place Clear Expectations
Make sure employees are aware of your expectations while respecting their boundaries. When employees understand what is expected of them, they feel more in control, which can reduce burnout caused by uncertainty and conflicting roles. Clearly outlining your expectations helps prevent misunderstandings that might increase stress.
5. Let Employees Set Boundaries
Empower employees to establish emotional boundaries in their professional lives by acknowledging their limits and validating their emotions. Lack of such boundaries can expose employees to significant distress when confronted with constructive criticism. When managers or executives prioritise enhancing well-being, employees are more inclined to engage in those efforts.
Conclusion
Addressing employee burnout within an organisation demands a holistic and proactive approach that prioritises the well-being and productivity of its workforce. By investing in the health and happiness of their employees, organisations not only cultivate a more resilient workforce but also foster a culture of success and fulfilment.
