Identifying and addressing employee burnout through support and communication

Burnout is a reaction to prolonged or chronic job stress and is characterised by exhaustion, cynicism and feelings of reduced professional ability. It is real enough to have a significantly negative effect on one’s physical and mental health. It can also have a negative impact on a company’s bottom line. Workplace burnout was a serious problem before the pandemic, and has grown exponentially, according to a 2021 article on Forbes.com.

Employees are burning out for many reasons, but the main causes cited in a recent Gallup poll include not having enough time to complete their work, lack of communication and support from their manager, lack of clarity about their role or job duties and feeling like they are being treated unfairly by their boss. Not surprisingly, employees who feel strongly supported by their manager are 70% less likely to experience burnout.

Recognising the signs

The signs of burnout are quite similar in private and public sector organisations and you’ll see some of your team becoming more withdrawn, irritable and angry. Burnout can also contribute to decreased morale, apathy, decline in job performance and increased conflict between workers.

More importantly, you will see higher rates of absenteeism due to mental health concerns including anxiety and depression, insomnia and increased misuse of alcohol and other substances. That’s why turnover rates can be so high in the workplace, and why it can be increasingly difficult to recruit and retain quality staff.

Addressing workplace burnout

To combat burnout and foster a healthier work environment, employers can implement the following strategies:

• Open and honest conversations: initiate regular discussions with employees to understand their wellbeing, concerns and stress levels. Create a safe space for open communication and actively listen to their feedback.

• Clear work expectations: provide employees with clear and concise expectations regarding their roles and responsibilities. Ensure that they have a solid understanding of their job duties and how their contributions align with the organisation's goals.

• Ongoing training and development: foster a culture of continuous learning by offering relevant training and development opportunities. This will not only enhance employees' skills but also boost their confidence and job satisfaction.

• Respect, empathy and recognition: treat employees with respect and empathy, recognising their contributions and accomplishments. Regularly acknowledge their efforts and express gratitude for their hard work.

• Realistic working hours and expectations: establish reasonable work hours and avoid overwhelming employees with excessive workloads. Encourage work-life balance and discourage a culture of overworking.

• Cultivate a supportive workplace culture: foster an environment where mutual support, collaboration and respect are valued. Encourage teamwork, provide opportunities for team building, and discourage toxic behaviors.

• Promote physical and mental wellbeing: encourage employees to engage in physical activities and take regular breaks throughout the workday. Support initiatives that prioritise mental health, such as offering counseling services or promoting mindfulness practices.

Remember that burnout is a reversible condition. Employers should demonstrate empathy, understanding, and swift action when employees are struggling. This may involve making necessary changes to the work environment, implementing flexible work schedules, and assisting employees in their return to work after a leave of absence. Additionally, employers should invest in stress management techniques and encourage healthy lifestyle practices, equipping employees with the tools to cope with stress and enhance their resilience.

Employer tip: Display empathy. Remember, 58% of workers trust strangers more than their bosses – Harvard Business Review