How to spot the warning signs of employee burnout

And while that’s great progress, there are still record numbers of employees experiencing burnout with mental stress accounting for 9 per cent of all compensation claims nationally.

So, what can employers do to prevent or minimise burnout?

In this article, we explain how identifying the early warning signs can reduce the effects of burnout and improve employee retention and we share best-practice strategies that can prevent burnout from occurring in the first place.

The first step is spotting symptoms and recognising the signs

The first step towards addressing burnout is knowing how to recognise it. Contrary to popular belief, burnout isn’t just stress or weariness. The World Health Organisation (WHO) defines burnout as a syndrome that results from chronic workplace stress that hasn’t been successfully managed. While burnt-out employees may feel stressed and anxious, they will often also feel apathetic, drained, and without the energy to perform their roles.

When it comes to identifying employee burnout, the indicators can differ from person to person but can include the following symptoms:

• Noticeable lack of motivation and energy.
• A noticeable change from positivity to negativity.
• Concentration difficulty.
• Impatience and irritability.
• Poor sleep or insomnia.
• Cynicism towards work and colleagues.
• Hopelessness, helplessness, or apathy.
• Sense of failure or self-doubt.
• Frequent headaches.

How can employers manage burnout?

The next step in understanding burnout is knowing its causes and how to address it properly. Several factors contribute, either individually or cumulatively towards burnout, including:

• Lack of managerial support;
• Unreasonable expectations and/or time pressure;
• Poor communication and role modelling;
• Unmanageable workloads and under-resourcing; and
• A mismatch of values or unfair treatment.

To prevent burnout, or if you suspect that an employee is at risk, consider implementing the following strategies:

• Conduct a well-being check, even if it’s just an informal conversation.
• Encourage employees and recognise their contribution.
• Ensure employees are taking breaks and leaving work when they should be.
• Review and assess employees’ workloads to ensure they are not dealing with excess and unrealistic demands;
• Encourage employees to switch off notifications when they’re out of the office.
• Communicate clear and reasonable expectations for employees, and ensure employees have adequate resources, training, and skills to meet those expectations.

What’s inside your business’s toolbox? Have you got an Employee Assistance Program in place?

Employers are obligated by law to provide a safe and healthy workplace for all employees – and this doesn’t just include physical health, it also extends to mental wellness.

An Employee Assistance Program (EAP) is a free work-based support program aimed at enhancing all employees’ emotional, mental, and psychological well-being. An EAP service allows employees to access external professional mental health support that can assist with personal or work-related problems, which can adversely impact performance and employee well-being.

This means that whether an employee is experiencing ordinary work stress, relationship concerns, issues with a particular colleague, burnout or some other health condition, to name a few examples, counselling services via EAP can help.

Importantly, these services are designed to be 100 per cent anonymous and confidential so those who access them can do so without fear of judgement or repercussion.

How can Citation HR help?

If you’re not currently using Citation HR, why not start with a Workplace Compliance Consultation – our experts will complete a thorough evaluation of your HR that’ll uncover any hidden risks in your business before they become problems. Schedule a chat with our friendly team.