Here's how to spot and stop employee burnout

The World Health Organization estimates that 12 billion working days are lost annually due to stress, depression, or anxiety. A lot of this is due to burnout.

Burnout is becoming a bit of a buzzword, with countless sources telling us to look after ourselves and prioritize work/life balance (which is easier said than done).

The thing is, burnout isn’t just an individual employee issue. It’s also an occupational syndrome rooted in toxic workplace environments and poor management. 

Instead of placing responsibility solely on individuals, we must address the deeper, systemic causes of burnout. This is the only sustainable, no-BS way to avoid disengagement, absenteeism, poor performance, and high turnover.

And we’ll be exploring it in this week’s edition. 👇

The signs of burnout 🔥

McKinsey describes job burnout as a lightbulb, flickering and fading before it finally goes out. Ideally, you should never wait that long. Look for these signs of burnout in the workplace proactively:

Absenteeism and presenteeism

Frequently missing work, taking more sick days than usual, or showing up unfit for the job are common signs of employee burnout.

👉 All of these are different sides of the same coin, signaling low employee engagement.

Performance issues

Making more mistakes or receiving poor customer reviews points out a struggle to focus and commit to the role.

Cynicism

A lack of hope and emotional distance as a default state at work is a sign of low job satisfaction. It could indicate the employee is resigned or giving up.

Depression or chronic exhaustion

Energy depletion and lack of motivation are common symptoms of depression and sleep deprivation. They can also stem from a lack of meaningful work.

Persistent irritability

Snapping at their colleagues more often out of exhaustion or being angry at their employer for overworking them.

Odd working hours

Logging out at 9:00 pm when they’re usually off at 5:00 pm could be a sign of poor work-life balance, changed habits, or lower efficiency.

The causes of occupational burnout 😵

We’ve identified 8 causes of burnout that can be considered as systemic. They’re all things that, if left unchecked, can lead to a burnout culture.

Pay attention – because if your best performers are entering a burnout cycle, then you can bet your bottom dollar this is gonna impact your bottom line. 💸

1️⃣ Unmanageable workload

Too much to do and too little time is a surefire recipe for burnout. Match your output goals to your resources, always.

2️⃣ Toxic org culture

One example could be a culture where no one takes a holiday, or where working at the weekend is glorified.

3️⃣ Toxic workplace behaviors

Behaviors that could make a workplace hostile should be checked – bullies cause burnout.

4️⃣ Micromanaging and managerial pressure

Receiving constant criticism with little balance or sensitivity can cause burnout.

5️⃣ Poor workplace conditions

Working with slow and outdated tech, or in poor lighting. Give your people the tools and environment to succeed.

6️⃣ Boring, repetitive tasks

Yes, they need to be done. But having exactly the same weekly responsibilities for years on end can be tiring.

7️⃣ Lack of role clarity

On the other end of the spectrum, having an undefined role with constant ambiguity can be tiring. Note that the impact of this (and the point above) will depend on the person and their working preferences – some thrive in ambiguity, others need repetition.

8️⃣ Lack of compensation and recognition

People want to be recognized for their good work and compensated accordingly. If these things are missing, it’s a motivation killer.

9️⃣ External factors

It’s also important to acknowledge that burnout can develop due to factors outside of work. Navigating loss or trauma, or being a busy parent are a few examples.

If people’s personal lives are getting hectic, dial down their responsibilities at work to help them avoid burnout.

Tackling burnout 🛑

Now that you know what to look out for, note that everybody is different.

Some people will be open to sharing personal information about what might be burning them out, others won’t. Some people thrive in ambiguity, others need clarity and structure. 

Establish psychological safety, communicate with your employees and direct reports, and remind them that you’re invested in their wellbeing.

You’re all on the same team. ❤️

And if you’re feeling burnt out – don’t hesitate to ask for help. Navigating burnout is hard, and you don’t have to do it alone.

Here's an extra tip for tackling burnout 👇

Thanks for reading today's edition of #CutTheBS✂️

We thought a great way to wrap things up would be with a free resource. 👀

Check it out! 🔗