It’s easy to get caught up in the day-to-day operations of a business and miss possible underlying issues. One such potential problem that can have a major impact on your organisation is employee burnout.

A recent study by Deloitte found that nearly 70% of workers experienced burnout at least once during the COVID-19 pandemic. A report by the Health and Safety Executive (HSE) found that stress, depression, and anxiety accounted for 51% of all work-related ill health cases in the UK in 2020/21.

Now, the negative outcomes associated with burnout are already widely recognised. These include decreased productivity and increased absenteeism, which can both have a detrimental effect on workers’ mental and physical health.

So, we must ask ourselves: what are the causes of employee burnout? And how can it be managed by their employer?

1. Employees May Not Recognise They’re Burnt Out

Burnout is often a gradual process that can go unnoticed until it reaches a critical stage. It’s marked by an incremental increase in stress and workload, which can lead to physical and emotional exhaustion.

In the beginning, employees may start to feel overwhelmed, irritable, and fatigued. They may also experience difficulty sleeping or concentrating.

Only later on, when it becomes a chronic issue, employees may start to experience feelings of detachment or cynicism toward their work. They may feel a sense of disillusionment, loss of motivation, and a reduced sense of personal accomplishment.

2. Employees May Not Wish to Discuss Their Burnout

The Mental Health at Work report from 2021 found that 60% of UK workers did not feel comfortable discussing their #mental health with their line manager, thus highlighting the perceived stigma attached to the condition.

3. Employee Burnout Presents Differently in Each Person

Due to a variety of factors, such as personality, preferred coping mechanisms, and individual experiences of stress and workload, employee burnout looks different from one person to the next.

Some individuals may become more irritable or withdrawn when experiencing burnout, while others may become more emotional or prone to crying.

Additionally, some individuals may be better able to manage their stress and workload, while others may be more vulnerable to burnout due to pre-existing mental health conditions or other personal factors.

4. Employees Can Struggle to Differentiate Between Job Demands and Burnout

Burnout is often associated with high levels of stress and an intensive workload.

When employees are expected to work long hours, meet tight deadlines, or take on additional responsibilities, it can be challenging to differentiate between normal job demands and the signs of burnout.

In some cases, employees may even perceive burnout as a sign of dedication or commitment to their work, rather than a negative consequence of excessive stress or workload.

5. Employers Can Struggle to Measure the Impact of Burnout

One of the reasons leaders may overlook employee burnout is because it can be difficult to measure.

Many leaders rely on quantitative metrics, such as revenue or profit, to gauge the success of their organisation. Unlike other workplace issues, such as poor performance or misconduct, burnout is a qualitative problem that requires a more nuanced approach.

Hard to perceive, slow to manifest, not often discussed, and difficult to track: no wonder burnout can be a blind spot for any leader.

It’s important for employers and HR teams to take steps to prevent burnout.

Statistically, at least 1 in every 2 people within the organisation will experience it. They might be at different stages of the issue but don’t be mistaken, if not provided with proper support, and if not equipped with proper training to reduce their stress and improve their ability to manage the different sources of stress, there is only one outcome.

By recognising the signs and symptoms of burnout and taking practical steps to address them, employers can help prevent burnout from becoming a chronic issue in the workplace. Leaders need to take a proactive approach to employee well-being, providing resources such as mental health support, flexible work arrangements, time management training, and opportunities for professional development.

Leaders should also prioritise open and honest communication with their employees, creating a safe space for them to discuss any concerns or issues they may be experiencing.

Employee burnout is too significant a risk for leaders to overlook. By prioritising employee well-being and taking a proactive approach to address burnout, leaders can create a more productive and engaged workforce.

As the workplace continues to evolve, it’s more important than ever for leaders to pay attention to these critical issues and take action to ensure their organisation’s long-term success.

For more information about how Avilio could help you and/or your organisation, please don’t hesitate to reach out to our founder, Philippe.

Alternatively, why not read our blog on 7 ways to improve company culture?