Spotting Burnout in Employees: A Handy Guide (Collaborative post)

Employee burnout is a silent killer when it comes to productivity. It can often creep up unnoticed, especially by the employees themselves. Often, it can be a manager or business owner who spots it first, seeing the warning signs before burnout has had a chance to fully set in. By taking proactive steps, you can protect your workforce, support employee retention, and foster a healthier workplace environment.

What are the initial signs of burnout?

Burnout is a classic example of the “boiling frog” theory; it doesn’t happen overnight, rather creeping up and showing in subtle ways before an employee feels completely wiped. Some of the most common indicators include the following:

• A subtle drop in work performance, or uncharacteristic slips
• Increased irritability, and/or withdrawal from team interaction
• More frequent absences or an uptick in minor health issues
• Reduced enthusiasm for tasks they previously relished
• Signs of exhaustion: difficulty concentrating, or lowered energy

If you notice these signs, it is a good idea to intervene before the situation worsens and becomes fully-fledged burnout.

What can an employer do to prevent burnout?

Burnout can take a long time to recover from, so a proactive approach is ideal. Taking preventive action might include steps such as:

• Workload balance: Ensure that tasks are distributed fairly and realistically.
• Encouraging regular breaks: Breaks aren’t just for the employees’ benefit. They need time to recharge, and normalising proper breaks can make a big difference.
• Flexible working options: If remote work will help an employee, offer it as an option alongside hybrid schedules or more flexible hours.
• Ergonomic improvements: Physical stress can contribute to burnout. Something as simple as the right office furniture can reduce discomfort and long-term strain, as can the right lighting and proper spacing of workstations.

How to talk to an employee about burnout

This is a topic that needs to be handled sensitively. Employees may not realise they are struggling, and if they do they might not want to admit it. It’s for you to create a safe space for the employee by approaching the conversation informally and with empathy, setting aside criticism. Instead of asking “Are you burned out?”, it’s better to say “I’ve noticed you seem more stressed recently. How have you been feeling?”. Don’t come to the situation with a fix in mind, as this will feel like a decision taken over their head, and powerlessness only aggravates burnout. Instead ask what they need, whether that be a lighter workload, clearer priorities, or anything else.

How to encourage a culture of openness

A workplace culture that discourages openness and honesty is an ideal environment for burnout to take hold and grow. Encouraging honesty is the way to go. This can be aided by:

• Being honest yourself: If people are finding their jobs hard, they might think they’re alone in that. Be open about the challenges you meet in your role and show it’s not just them.
• Allow room for anonymous feedback: Sometimes people will stay quiet for fear of being the one who lets the side down. Remove that obstacle to allow more frankness.
• In employee one-to-ones, don’t just cover project updates. Encourage employees to speak up about concerns with a view to setting those fears to rest.

Burnout doesn’t need to take hold before you do something about it. An open, supportive workplace can reduce stress, improve morale and, as a result, retain its top talent and recruit more of the same.