Employee Burnout and Tips on How to Prevent it

by Spectrum Wellness

Employee burnout is a common phenomenon and one which most organisations will experience. Often it is looked upon as a personal issue however and not as a challenge for an employer. This is not always the case and there is a responsibility on the part of employers to understand burnout, it’s causes, how to recognise it, and crucially, what you can do about it. Creating a positive environment for your team is key to retaining your talent and getting the best out of them.

Burnout defined
Burnout is an individual’s response to chronic emotional and interpersonal stressors within the workplace (Maslach et al., 2001).

Where an employee experiences a combination of exhaustion, both physical & emotional, cynicism towards their role, and a feeling of reduced personal accomplishment, it can lead to burnout.

While overwhelming job demands are often a factor, they are not the only one. Other issues come into play, such as lack of resources to complete tasks, ambiguity about a role or job description where an employee lacks the information needed to do the job well and a lack of support and feedback which can cause an employee to feel that they have no value to an organisation.

Some people are better equipped than others to cope with these situations. Many of us feel that events are simply out of our control and that nothing can be done to effect positive change. Burnout is an individual experience that is influenced by social, organisational, personality factors, and/or an interaction among all three. The relationship of the individual with their work can be disrupted by any one, or a combination of, these factors resulting in burnout.

With that in mind, here are some tips to help you avoid burnout within your organisation:

Be realistic When Assigning Tasks & Give Freedom
When assigning tasks, bear in mind the employees ability as well as their passion. The amount of work should of course be challenging, but never feel overwhelming. It also helps to ensure that you are assigning a body of work which the employee is interested in and feels they can buy into. If employees are allowed the space to take part in side projects, all the better. Many companies find that their greatest innovations come as a result of allowing employees the freedom to work on other tasks which inspire them.

Also, bear in mind the need to be flexible. Tasks, deadlines and available resources can all change. If you need to change things, or to reassign tasks to someone who is better suited, don’t be afraid to do so.

Don’t overwork employees
Don’t ask too much of employees in terms of hours. If a member of your team chooses to work 70+ hours per week, that’s a choice for them. It should not become the norm for every other team member. Allow time for holidays, sick leave, parental leave, etc. Also, try to ensure that people get sufficient breaks during the day. Not only lunch breaks, but also an opportunity to get away from their desk and stretch their legs. Try taking meetings with people while going for a walk for example.

Give adequate resources
The right amount of resources such as time, budget, personnel, etc., should be provided for any task or project. Make sure your team are all provided sufficient training and are up to the task. If they are in need of support at any time, be prepared to listen and to engage with employees so that you understand their needs at all times.

Create a supportive culture
Creating a strong team ethic is key to any organisation. The best teams are those who bond well as they are more inclined to work together towards a common goal and overcome any roadblocks as a group. Encouraging social ties is one way of building strong team bonds but make sure you also reward teams after a particularly tough week, for example, or in recognition of a key milestone being reached. Try to make bonding sessions fun!

Give employees a voice
Employees will respond best when they feel that they have a stake in the decision-making process. Making fast and sometimes tough decisions is a key part to managing a team but encourage employees to speak up if they feel frustration or concern about something. Make sure you are taking appropriate action or clearly explain why you may not be able to meet someone’s needs.

Educate employees on burnout.
There are lots of resources available which can help educate you and your teams on how to identify burnout before it happens. Engaging your teams in conversations around burnout and empowering them to speak up in the event of them or a team member experiencing the symptoms can go a long way to ensuring that you prevent issues before they arise. Enlisting the help of a professional to teach coping skills and relaxation techniques, like mindfulness for example, can really help.