Employee Burnout: Causes, Signs, and Strategies

Employee burnout is becoming an increasingly pressing issue, and its effects have become more apparent in recent years.
A Deloitte survey conducted after the pandemic found that 64% of employees reported experiencing high levels of stress and fatigue at work, which played a significant role in the Great Resignation of 2022.

Burnout not only impacts the well-being of employees but also reduces productivity, presenting a major challenge for organizations.

So, how can you spot the signs of burnout in your team? And as a manager, what steps can you take to effectively tackle it?
By using advanced time-tracking tools and workload analysis, employers can gain valuable insights into employee stress levels and work patterns.

These tools help identify early signs of burnout, enabling proactive measures. Additionally, task management software allows employees to streamline their workflow, ensuring a better balance between tasks and time, which can help prevent exhaustion and improve productivity.

Flowace helps employers track workload and time usage, providing insights to prevent burnout. It also allows employees to manage their time better, reducing stress and promoting work-life balance.

In this article, we will discuss seven important signs of employee burnout and offer practical strategies to help support and mitigate it. We will also answer some common questions about managing and preventing burnout in the workplace.

What Is Employee Burnout?

Employee burnout refers to a state of emotional and physical exhaustion that results from prolonged stress in the workplace. It impacts both mental and physical well-being, leaving employees feeling depleted, anxious, and disconnected. The World Health Organization (WHO) has classified burnout as an “occupational phenomenon.”

Certain positions, such as those in sales, remote work, and jobs with tight deadlines, are particularly susceptible to burnout, but any employee can exhibit similar symptoms, which include:

• Chronic fatigue
• Insomnia
• Irritability
• Loss of motivation
• Decreased productivity
• Increased absenteeism

A survey by Flexjobs found that 75% of workers have faced burnout, with 40% attributing it to the COVID-19 pandemic as a significant factor.

Tackling burnout is crucial for employees’ well-being and a company’s overall success. The focus should be on identifying and mitigating the factors that contribute to it. Let’s delve deeper into those factors.

How Common Is Employee Burnout?

Employee burnout is increasingly common and has been on the rise. Recent statistics indicate that 77% of U.S. workers have experienced burnout in their jobs. The COVID-19 pandemic has worsened this situation, with many employees dealing with heavier workloads, longer hours, and added stressors at home.

Burnout can show up in different ways, such as emotional exhaustion, lack of motivation, and physical fatigue. Certain professions, like healthcare workers and teachers, are especially at risk for burnout due to the high demands of their roles.

Organizations must recognize and tackle burnout to ensure a healthy and productive workforce. Do you believe your workplace is doing enough to support employee well-being?

What Are The Most Common Causes Of Employee Burnout?

Employee burnout is a widespread concern in today’s fast-paced workplaces, often driven by several key factors.
Let’s explore these contributors in more detail:

1) Feeling Undervalued

When employees sense that their efforts go unrecognized or unappreciated, it can lead to a noticeable drop in motivation and job satisfaction. This can show up in various ways, such as:

• Lack of recognition: Not receiving praise or acknowledgment for hard work and achievements.
• Insufficient rewards: Inadequate compensation, bonuses, or promotions.
• Disregard for ideas: Feeling that suggestions and opinions are overlooked or dismissed.

2) Overwork

An excessive workload and unrealistic deadlines can result in chronic stress and burnout. Key signs of overwork include:

• Long working hours: Regularly working beyond standard hours.
• Constant pressure: Feeling overwhelmed and unable to meet demands.
• Work-life imbalance: Struggling to maintain a healthy balance between work and personal life.

3) Insufficient Management Support

A lack of support from management can create a negative work environment and lower employee morale. This may involve:

• Poor communication: Ineffective or unclear communication from managers.
• Lack of guidance: Not enough support and direction for tasks and projects.
• Unrealistic expectations: Being assigned tasks that are impossible to complete.

4) Unclear Communication

Ambiguous expectations, conflicting priorities, and inconsistent messaging can lead to confusion, frustration, and reduced productivity.

5) Toxic Work Environment

A toxic work environment, marked by negative behaviours, harassment, or a lack of respect, can severely affect employee well-being. This can include:

• Bullying and harassment: Experiencing verbal or physical abuse.
• Negative culture: A culture of fear, blame, or competition.
• Lack of support: Feeling unsupported by colleagues and management.

6) Unrealistic Expectations

When employees are constantly pressured to meet unrealistic deadlines or exceed performance targets, it can lead to chronic stress and burnout. This may involve:

• Excessive workload: Being assigned too many tasks or responsibilities.
• Unreasonable deadlines: Being expected to complete tasks in an impossibly short timeframe.
• High-pressure environment: A constant sense of urgency and stress.

7) Limited Career Advancement

A lack of opportunities for growth and development can lead to feelings of stagnation and dissatisfaction. This may involve:

• Lack of training and development: Limited opportunities to learn new skills.
• Limited promotion opportunities: Few chances for advancement within the organization.
• Lack of recognition for achievements: Not being rewarded for accomplishments.

By addressing these common causes of burnout, organizations can create healthier and more productive work environments, leading to increased employee satisfaction, engagement, and retention.

What Are The Typical Signs Of Employee Burnout?

Workplace burnout refers to a state of emotional, physical, and mental exhaustion that arises from prolonged or excessive stress. It can have a significant effect on your job performance, relationships, and overall well-being.

Here are some common signs and symptoms of workplace burnout:

Emotional Signs

• Increased cynicism: Developing a pessimistic outlook towards work.
• Reduced motivation: Experiencing a lack of interest and enthusiasm in work tasks.
• Emotional detachment: Feeling disconnected from your job and colleagues.
• Irritability and impatience: Becoming easily annoyed or frustrated.

Physical Signs

• Fatigue: Experiencing persistent tiredness, even after getting enough sleep.
• Physical ailments: Suffering from headaches, stomachaches, or other physical complaints.
• Changes in sleep patterns: Having trouble falling asleep or staying asleep.
• Weakened immune system: Experiencing frequent illnesses and infections.

Behavioral Signs

• Decreased productivity: Struggling to concentrate and complete tasks.
• Increased errors and mistakes: Paying less attention to detail.
• Absenteeism: Taking frequent sick days or time off.
• Social withdrawal: Isolating yourself from colleagues and social activities.
• Substance abuse: Turning to alcohol or drugs as a way to cope with stress.

If you notice these signs in yourself or a colleague, it’s crucial to take steps to address burnout. This might involve seeking professional help, making lifestyle changes, or having a conversation with your employer.

Remember, early intervention can help prevent burnout from worsening and leading to more serious health issues.

Preventing Employee Burnout in Five Steps

Massages, training sessions, and health seminars can be helpful, but they often miss the underlying problem. To genuinely prevent employee burnout, it’s crucial to confront the root cause head-on.

Here are five steps to help you create an effective ‘Burnout Prevention Framework’ for your organization:

1) Put An End To Multitasking

At first glance, designing work around productivity may appear simple. However, many employees feel pressured to just “work more” instead of focusing on achieving meaningful results. This focus on quantity over quality can lead to disengagement and exhaustion.

As emphasized in our ABCs of Employee Productivity, adopting a results-oriented approach is essential. Concentrate on establishing clear, tangible goals and effectively communicating them to your team. When employees grasp the purpose behind their tasks, they become more motivated and fulfilled, which helps reduce the risk of burnout from “work for work’s sake.”

2) Define, Change, and Optimize Corporate Values

Creating open lines of communication is crucial. Regular check-ins and feedback opportunities allow employees to express their frustrations and identify stressors without fear of being judged.

While it’s impossible to resolve every concern, these discussions often reveal underlying issues that could lead to burnout. By listening to employees and addressing what you can, you show a commitment to their well-being and foster trust.

3) Have Management Set An Example

Strong organizational leadership is vital for cultivating a healthy workplace. This area encompasses management analysis, program development, HR expertise, and more.

In today’s changing work environment, these roles are increasingly important. The growing demand for organizational leadership degrees highlights this trend. For example, Maryville University anticipates rapid job growth in this sector, emphasizing its significance for businesses looking to enhance employee experiences.

Investing in skilled professionals who can create positive workplace environments will help establish conditions that naturally reduce burnout.

4) Make Work-Life Balance Real

Establishing realistic goals is essential for enhancing productivity. Achieving short-term objectives gives employees a sense of accomplishment, highlighting the importance of their contributions.

This strategy not only helps prevent burnout but also instills a sense of excitement and purpose. When employees perceive their work as meaningful and impactful, their engagement and job satisfaction tend to rise significantly.

5) Keep In Contact!

Flexibility has become a necessity rather than just a perk. Allowing employees to decide when, how, and where they work boosts their well-being, job satisfaction, and commitment to the organization.

As highlighted by an MIT Sloan professor, this autonomy plays a crucial role in reducing fatigue and burnout. Whether through flexible hours, remote work options, or adaptable schedules, providing flexibility enables employees to maintain a healthy balance and enhance productivity.

How Companies Can Address Burnout

Despite substantial investments in employee well-being—like improved mental health benefits, caregiver support, and flexible leave—burnout continues to increase, particularly among women. A McKinsey report indicates that 42% of women report feeling burned out, compared to 35% of men, underscoring the necessity for ongoing efforts.

Here are five effective strategies to combat burnout:

• Set Boundaries for Remote Work: Implement clear “off-hours” policies and promote disconnecting to avoid overwork.
• Leverage Mentorship: Employees with mentors are five times more engaged and feel less isolated, which builds resilience.
• Strengthen Workplace Culture: Consistent feedback and recognition can help bridge cultural gaps and enhance satisfaction.
• Empower Internal Mobility: Offering reskilling opportunities allows employees to transition into roles that align with their aspirations, minimizing stagnation.

Normalize Mental Health Discussions: Providing training and resources helps destigmatize mental health issues, boosting overall morale.

Organizations that prioritize experimentation, actively listen to their employees, and focus on systemic change will create environments where individuals can thrive, ensuring long-term success.

How Do You Overcome Employee Burnout?

Stress is a natural part of working life, but when it becomes overwhelming and constant, it can lead to burnout—a condition marked by fatigue, negativity, and a sense of ineffectiveness.

Burnout is not just a problem at work; it can have serious personal effects, such as high blood pressure, sleep issues, depression, and substance misuse, which can strain relationships and hinder career progress.

The financial impact is also considerable. A Gallup study revealed that burnout costs U.S. businesses $322 billion each year due to decreased productivity and employee turnover, highlighting the need to tackle this widespread problem.

1) Build Relationships

Counteract feelings of cynicism and ineffectiveness by nurturing strong connections. Look for guidance from mentors or coaches who can help you create positive relationships and learning experiences. Offering your time to mentor others can also be a powerful way to shift your perspective and cultivate a sense of purpose.

2) Manage Stressors

Recognize the activities and relationships that contribute to unnecessary stress. Communicate your limits to colleagues, clients, and family members, and establish healthy boundaries. Although there may be some pushback at first, these adjustments are essential for safeguarding your well-being and maintaining long-term productivity.

3) Focus on Self-Care

Recharge your energy and concentration through restorative practices:

• Physical health: Prioritize quality sleep, a balanced diet, and regular physical activity.
• Emotional well-being: Practice meditation, keep a journal, or spend time in nature.
• Time management: Monitor your daily activities to pinpoint stress-inducing tasks or individuals, minimize non-essential obligations, and carve out time for activities that uplift and rejuvenate you.

Spotting Burnout Early with Flowace

Contemporary tools like Flowace can be essential in addressing burnout. By examining employee productivity and workflow trends, Flowace assists organizations in spotting early signs of burnout, such as lower engagement, diminishing performance, or excessive hours worked. With insights based on data, managers can take action sooner, providing customized support and making necessary adjustments to workloads or schedules.

Impact of Employee Burnout on Organizations

Employee burnout has become a significant concern in modern workplaces, with the World Health Organization (WHO) officially recognizing it as a medical condition in the International Classification of Diseases (ICD-11). This condition is marked by emotional, physical, and mental exhaustion resulting from extended periods of stress, and it has serious implications for both employees and organizations.

Burnout impacts not only individual health but also the overall success of a business. Employees experiencing burnout tend to be less productive, less creative, and more disengaged. They are also more prone to taking time off, which disrupts team dynamics and places additional burdens on their coworkers. If not addressed, burnout can create a chain reaction throughout an organization, leading to expensive consequences.

Key Business Impacts of Burnout:

1. Decreased Productivity: Exhausted employees find it challenging to meet performance standards, leading to slower work rates and lost opportunities.
2. Increased Absenteeism: Health issues and stress related to burnout result in more frequent absences, which can disrupt team workflows and deadlines.
3. High Turnover Rates: Employees suffering from burnout are more likely to leave their positions, which raises recruitment and training expenses. According to a Gallup report, replacing an employee can cost as much as 150% of their annual salary.
4. Low Morale: A workplace culture plagued by burnout diminishes team morale, creating feelings of resentment and disengagement among those who remain.
5. Health Issues: Chronic burnout can lead to serious health problems such as hypertension, anxiety, and depression, which in turn increase healthcare costs and diminish workplace vitality.

Do You Know How Your Employees Currently Feel?

Understanding employee sentiment goes beyond just looking at performance metrics; it’s about making sure they feel appreciated, supported, and connected.

When employees perceive genuine concern from their managers, they are more inclined to stay loyal and engaged, which enhances both morale and productivity.

To create this kind of environment, managers should promote open communication, allowing employees to feel comfortable sharing their thoughts and concerns.

Tools like Hppy, featuring its Happiness Index, can monitor employee moods in real time, providing valuable insights into the overall sentiment in the workplace.

The anonymous feedback option enables managers to spot disengaged team members and tackle issues early, helping to prevent larger problems later on.

Investing in employee well-being yields significant returns: companies that focus on fostering a positive workplace culture experience improved performance and greater talent retention.

The main takeaway?

Effective leadership is not just about achieving results; it’s about understanding and addressing how employees feel, cultivating a workplace where everyone can succeed.

How Flowace can help Employers and Employees with burnout

Burnout is an increasing concern, with 77% of employees experiencing it at least once during their careers (Gallup). Flowace, an intelligent productivity tracking tool, offers a data-driven strategy to help both employers and employees effectively prevent and manage burnout.

For Employers: Early Burnout Prevention

Flowace equips employers with the necessary tools to recognize and tackle burnout before it affects performance:

• Monitor Workloads: Flowace helps identify employees who may be overloaded, enabling better distribution of tasks to prevent burnout.
• Immediate Insights: Managers can detect drops in productivity early on and provide support or make adjustments to workloads as needed.
• Streamline Workflows: Flowace delivers data-driven reports that pinpoint inefficiencies, assisting in task optimization and stress reduction.
• Encourage Open Dialogue: By offering clear data, Flowace promotes honest discussions about workload and well-being, fostering trust within teams.

For Employees: Taking Control of Well-Being

Flowace empowers employees to take charge of their time and avoid burnout:

• Enhance Self-Awareness: Employees can monitor their productivity trends, which aids in recognizing when they are overworking and allows for necessary adjustments.
• Achieve Work-Life Balance: Flowace assists employees in organizing their tasks, ensuring they can prioritize personal time and overall well-being.
• Recognize Stressors: By analyzing their performance, employees can identify tasks that contribute to burnout and implement proactive changes.
• Encourage Open Communication: Flowace offers insights that enable employees to voice their concerns and seek support from their managers.

Burnout costs businesses $322 billion each year (Gallup), and beyond the financial toll, it negatively affects employee well-being and company culture. Flowace assists organizations in fostering healthier, more productive workplaces by integrating real-time insights with an emphasis on employee well-being.