Most employees genuinely care about their work. A Deloitte survey found that 87% of professionals are passionate about their current roles, highlighting the dedication many bring to their careers. However, passion alone is not enough to prevent employee burnout, with more than 50% of these employees experiencing it more than once in their careers.
To ensure passion does not turn into exhaustion, managers must recognize the early signs of burnout and implement strategies that support employees in staying productive and fulfilled.
In this blog post, we are going to explore the meaning of employee burnout, its types, how to recognize it, and actionable steps managers can take to address it while nurturing their employees’ passion for work.
What is employee burnout
Psychologist Herbert Freudenberger first coined the term in 1974, describing it as a condition experienced by overworked professionals, especially in “helping” fields like healthcare.
He defined it as a state of chronic stress that manifests as extreme physical and emotional fatigue, a sense of detachment from work, and feelings of ineffectiveness.
Today, however, burnout no longer discriminates, it can affect anyone, from corporate executives to freelancers.
How to Spot Employee Burnout
Managers hold a critical position in maintaining the health and productivity of their teams. Spotting the signs of burnout early allows them to intervene effectively and prevent long-term damage to both employees and the organization.
Look for early signs
The first step in tackling burnout is identifying its early signs. A manager’s ability to recognize these signs and respond appropriately can be crucial in preventing burnout from escalating. These signs often present as subtle changes, such as a shift in attitude, diminished enthusiasm, frequent illnesses, or signs of emotional exhaustion.
Monitoring workload and working hours can help managers identify changes in work patterns that could be a red flag for potential burnout such as:
These behaviors can lead to reduced productivity, exhaustion, and even long-term health issues. Employees who skip time off may fear falling behind or feel pressure to constantly perform.
Monitor Workload and Hours
Monitoring workload and working hours can help managers identify changes in work patterns that could be a red flag for potential burnout such as:
Excessive Work Hours or Not Taking Holidays
These behaviors can lead to reduced productivity, exhaustion, and even long-term health issues. Employees who skip time off may fear falling behind or feel pressure to constantly perform.
Underwork and Absenteeism
On the other end of the spectrum, frequent sick leave or working fewer hours than usual can signal disengagement, personal struggles, or even underlying health problems. These shifts in behavior might indicate that an employee feels overwhelmed, unmotivated, or unsupported.
Effective monitoring allows managers to spot both extremes before they escalate into bigger issues. By ensuring workloads are balanced across the team, managers create a healthier, more sustainable workplace where employees can thrive and stay engaged.
Schedule Regular Check-Ins
Frequent one-on-one meetings are an invaluable tool for spotting burnout. These private discussions provide a safe space for employees to share their concerns and struggles. During these meetings, managers can:
Ask Open-Ended Questions
Phrases like “How are you feeling about your workload?” or “What’s been challenging for you recently?” encourage employees to open up.
Observe Nonverbal Cues
Tone of voice, body language, and facial expressions can reveal stress or dissatisfaction that employees may not verbalize.
Provide Reassurance
Let employees know that their well-being is a priority and that support is available.
By fostering trust and openness, managers can gain deeper insights into their employees’ emotional states.
Budgeting for Bonuses and Incentives
Holiday bonuses are a great way for companies to enhance employee morale.However, Bonus payments are typically subject to taxation and may affect withholdings and income tax rates based on individual circumstances. If you’re paying out large bonuses, it’s a good idea to remind your employees how the extra check might affect their tax filing.
For businesses with international employees, cross-border tax complexities can arise due to varying tax rules, exchange rates, and local employment laws, making it challenging to calculate and distribute bonuses correctly. Partnering with global payroll experts, such as Novative, ensures compliance with international payroll standards and helps businesses avoid legal and financial risks, all while providing a seamless experience for their global teams.
How Managers Can Help with Employee Burnout
Lead by Example
Managers set the tone for workplace culture. When leaders demonstrate healthy work habits, such as setting boundaries, taking breaks, and prioritizing well-being, employees feel empowered to do the same.
For example, managers who refrain from sending emails after work hours signal that downtime is valued. Similarly, openly discussing challenges and solutions fosters trust and encourages employees to voice their concerns.
Provide Mental Health Resources
The World Health Organization (WHO) states that Every US$ 1 invested in scaling up treatment for depression and anxiety leads to a return of US$ 4 in better health and ability to work. Recognizing this impact, managers can demonstrate a genuine commitment to employee well-being by offering resources and encouraging their use. These efforts help reduce stigma and empower employees to priorities their mental health.
Cultivate Fulfilling Work for Employees
Creating a fulfilling workplace goes beyond salary and benefits; it involves fostering purpose, autonomy, recognition, and a supportive culture. Employees who find meaning in their work are more engaged, resilient, and motivated to perform at their best.
For example, in a hotel, a front desk employee suggests a small change to the check-in process that makes guests feel more welcome. When the manager implements the idea and recognizes the employee’s contribution in a team meeting, it reinforces their sense of purpose and value, boosting engagement and motivation.
Promote Work-Life Balance
Encouraging work-life balance is a proactive strategy for reducing burnout. When employees have the opportunity to recharge, their productivity, creativity, and motivation all see a boost. Here are the key benefits of promoting work-life balance:
Improved Employee Well-Being
The ability to disconnect from work allows employees to focus on activities that nurture their well-being, whether it’s spending time with family, exercising, or pursuing hobbies.
Higher Job Satisfaction and Loyalty
Well-rested employees are less likely to be distracted, make mistakes, or experience the negative effects of mental fatigue. With renewed focus, they are more efficient and bring their best work to the table.
Higher Energy Levels and Better Focus
Well-rested employees are less likely to be distracted, make mistakes, or experience the negative effects of mental fatigue. With renewed focus, they are more efficient and bring their best work to the table.
If you’re interested in diving deeper into this topic, check out our LinkedIn article to learn more about employee burnout and the fine art of work-life balance.
Overcome Your Desire to Micromanage
Setting clear expectations and providing guidance without excessive control, managers empower their teams to perform at their best. This is because when employees have the freedom to make decisions and take ownership of their work, they experience less stress and greater job satisfaction.
Here’s how to break free from micromanagement and cultivate a culture of empowerment:
Acknowledge the Habit
The first step in overcoming micromanagement is recognizing when and why it happens. Conduct self-assessments, seek feedback from colleagues, and reflect on situations where you might have been overly involved. Awareness is the foundation of change.
Develop a Leadership Mindset
True leadership is about guidance, not control. Instead of focusing on every small detail, shift your mindset to providing direction, setting clear expectations, and supporting your team’s development.
Trust the Process
Mistakes are inevitable, but they are also opportunities for learning and growth. Instead of intervening at every turn, allow employees to experiment, take calculated risks, and learn from experience.
Delegate with Confidence
Trust your team’s capabilities and step back to let them shine. Assign tasks based on employees’ strengths and provide them with the necessary resources and autonomy to complete their work.
Monitor Without Overstepping
Focus on results rather than rigid processes, allowing flexibility in how tasks are accomplished. Use tools like project management software, periodic check-ins, and open communication channels to stay informed without being intrusive.
Employee burnout can be managed with the right strategies. Encouraging open communication, work-life balance, and mental well-being helps employees stay engaged and productive.A workplace that prioritizes well-being fosters motivation and long-term success, benefiting both employees and the organisation.
