We’ve all felt the pressure to work harder, longer, and take on more. Even pre-pandemic, it was clear we had a problem. At the start of 2020, nearly three in five employees reported negative effects of work-related stress.
The problem is so severe that the World Health Organization (WHO) officially declared burnout an “occupational phenomenon” in 2019. This classification emphasizes its prevalence and potential health impacts—and it underscores the need for leaders to take a proactive stance on identifying and addressing burnout in the workplace.
Despite the fact that symptoms of burnout have been simmering for years, it seems many organizations and their leaders are just beginning to recognize the need to care for their people.
We don’t have to rehash all the ways burnout can impact an organization, team, or individual’s performance. You know it can result in decreased productivity and poor quality of work. It disrupts collaboration and affects employee engagement. And perhaps worst of all, it leads to increased turnover—something none of us want to worry about in this difficult talent market.
The statistics show that burnout is a growing problem, and it can have a significant impact on our mental and physical health:
- 76% of employees experience burnout occasionally, and 79% report chronic work stress as a major issue affecting their well-being.
- Employees who regularly suffer from burnout are 63% more likely to take a sick day and 23% more likely to visit the emergency room.
- Employees who often experience burnout are 2.6 times more likely to be actively looking for a new job.
There’s no other way to put it: these numbers are scary. Cases of burnout in our workplaces are multiplying and show no signs of slowing. The best way to stop the spread is for leaders to employ more human-centered strategies that can help them identify and address burnout among their teams proactively.
Understanding Burnout
The WHO defines burnout as a syndrome resulting from chronic workplace stress that hasn’t been successfully managed. It’s characterized by:
- Feelings of energy depletion or exhaustion.
- Increased feelings of distance, negativity, or cynicism related to work.
- Reduced professional efficacy and quality of work.
Some of the most common causes of burnout include excessive workload, unrealistic deadlines, or pressure (internal or external) to consistently perform at a high level. Unclear expectations, values misalignment, and a toxic workplace culture can also contribute to burnout.
Chances are good that you’ve experienced some of these symptoms yourself. You may battle with bouts of extreme overwhelm, and you’ve probably become familiar with what triggers them. But do you recognize the same signs in your team? And more importantly, do you take steps to address them?
Signs of Burnout
Burnout can manifest in so many ways, and it looks a little bit different on everyone. Stay attuned to the people on your team, watching out for these common signals and symptoms:
Behavioral signs
These signs of burnout sometimes emerge quietly and gradually. Does a member of your team seem more withdrawn? Are they speaking up less in meetings or even declining invitations for outside-the-office activities they once seemed to enjoy?
Emotional signs
These signs of burnout can be difficult to detect, as emotions sometimes glide beneath the surface, and many of us tend to tamp them down. Do you sense a team member sounds more cynical lately? Does their previously positive mindset now seem to jump to the worst-case scenario?
Physical signs
These signs of burnout may be some of the easiest to spot but are also often overlooked. Does a member of your team look like they’ve gotten a poor night’s sleep? Do they mention they have more headaches or muscle tension? Have they been sick and absent from work more frequently lately?
Human-centered Strategies for Recognizing and Addressing Burnout
A report from the American Psychological Association revealed that 55% of employees believed their employer overestimated the quality of their culture and mental health of their workplace. This is a call for all leaders to be more vigilant about checking in with their people.
According to researchers, effective leaders have a few things in common: prioritizing clear communication, demonstrating care for their team, and setting realistic expectations. Here are some additional ways you can create an environment conducive to battling burnout:
- Creating a supportive work environment that prioritizes open communication and collaboration. When people support one another, challenges seem smaller.
- Setting expectations and structuring job roles to make work more manageable. And be mindful that this doesn’t just apply to employees who are in the office—according to a survey by Indeed, 53% of remote workers say they’re now working more hours than they did previously.
- Making well-being part of your culture, incorporating it into regular conversations and work practices. If you observe changes in someone’s behavior and performance, approach them proactively and talk about it.
- Encouraging (and honoring) work-life balance and time off. The same survey by Indeed revealed that 36% of employees believe increased flexibility or more time off could help alleviate burnout.
Leaders must foster a healthier work-life balance and prevent feelings of burnout—both for themselves and their teams. In a follow-up article, we’ll dive deeper into recognizing the symptoms of burnout in yourself, how to practice self-care, and why doing so is so crucial for effective leadership.
At Transitions Coaching, we’re committed to helping you lead, work, and live more humanly. Meet the Transitions Coaching team here and learn how we can help you enhance your leadership in ways that will help you make a meaningful impact with your team.
