Burnout syndrome is a state of physical and emotional exhaustion caused by prolonged exposure to work-related stress. In 2022, the World Health Organization officially classified this syndrome as a disease, emphasizing the importance of diagnosing and preventing this condition.
Burnout slows progress not only for individual employees but also for the teams they work in. If several team members experience this condition simultaneously, the effects can impact the entire company, reducing overall performance and the business’s competitiveness.
Let’s find out how to reduce the risk of professional exhaustion among employees and take appropriate action when it arises.
Causes and Symptoms of Workplace Burnout
Burnout subtly integrates itself into daily life. Over time, work begins to take up more space, pushing out other interests and hobbies. The joy of professional achievements diminishes, and work turns into a routine that no longer brings satisfaction. Initially, working overtime for a few hours seems insignificant, but over time, fatigue accumulates, and the boundaries between work and personal life blur
A person begins to feel exhausted even before starting a new day, losing the desire and energy to act. Even after having a break when they can just relax and play at www.playamo.com/en-CA/games/blackjack, they still have no energy. Despite this, they continue to force themselves to work, which only exacerbates inner discomfort and heightens stress. Eventually, they lose control over their time: weekends and vacations take a back seat to new tasks with ever-closer deadlines.
Factors Leading to Exhaustion:
- High Responsibility: When an employee’s decisions and actions significantly impact the company’s success, finances, or even the health and safety of others.
- Excessive Communication: Constant interaction with colleagues and clients, leading to information overload and emotional strain.
- Perfectionism: The pursuit of perfection in every task, dissatisfaction with results, and continually raising personal standards.
- Lack of Work Significance Awareness: Employees perform their duties diligently but fail to see the connection between their efforts and the overall project’s success, reducing motivation and causing fatigue.
- High Uncertainty Levels: A situation where efforts are invested in a project, but the final outcome remains unclear — startups are a common example.
- Intense Work Pace: Days packed with tasks and meetings leave little time for rest and recovery.
- Inadequate Compensation: The effort expended does not match the reward, leading to reduced motivation and disillusionment with work.
- Workaholism: The habit of working without breaks or skipping vacations, resulting in chronic fatigue and a lack of time for recharging.
Employees experiencing burnout lose their previous productivity and may become negative in interactions, ultimately leading to their departure from the company. Replacing them takes time and resources, increasing financial costs for the business.
Moreover, professional fatigue hinders full self-realization and psychological well-being. In a state of emotional instability, individuals struggle to perform their duties: procrastination becomes more common, and tasks are completed more slowly.
Symptoms of Burnout
When someone experiences or approaches burnout, the following symptoms may appear:
- Constant fatigue unrelated to specific work tasks or the day of the week. The mere thought of starting the workday triggers a sense of relentless exhaustion. Fatigue becomes a constant companion, and attempts to recover energy prove futile. Accumulated fatigue eventually leads to complete physical and psychological depletion.
- Loss of motivation and emotional engagement. The employee loses interest in their work and feels no joy or satisfaction, even from success. This distinguishes burnout from overwork: while overworked employees may tire quickly, they can still derive pleasure from accomplishments and participate in planning discussions.
- Irritability over minor issues and destabilization by difficulties. Employees may begin perceiving others more as objects than as individuals, negatively affecting interaction quality and increasing conflict likelihood.
If you notice a subordinate frequently arriving late, displaying negativity towards clients, and struggling with tasks, they are likely facing exhaustion.
While burnout can affect professionals in any field, those most at risk are individuals whose jobs involve active communication with people, high responsibility, or potential life-threatening situations.
Early Signs of Burnout: How to Recognize Them
Burnout develops gradually rather than appearing suddenly. So, it’s critical to notice the signs of this process early on — they act as warning signals.
How to Identify This Condition in Its Early Stages:
- Monitor team atmosphere. Regularly communicate with employees, discussing personal matters — show interest in their well-being and emotional state. Pay attention to behavioral changes and interactions among staff.
- Track vacation schedules. If an employee hasn’t taken vacation leave for a year or more, this should raise concerns.
- Analyze individual performance. Instead of focusing solely on departmental statistics, pay more attention to each employee’s performance indicators: track their progress on routine tasks and completed projects monthly.
Subordinates who are less enthusiastic about their work and avoid additional responsibilities rarely suffer from burnout. Those who manage tasks effectively, maintain a clear work-life balance, and regulate their workload also avoid exhaustion. In contrast, the so-called “workhorses,” driven by perfectionism and a strong dependence on results, are more vulnerable to burnout.
What to Do If Employees Are Burned Out
Not every employee will approach management to admit they’re burned out, fearing that resignation might be their only option. So, it’s up to team leaders to initiate these conversations.
- Avoid accusations, especially in public settings. A burned-out employee is already aware that their productivity has declined and feels guilty about it. To conceal the problem, they may take on more tasks, creating an illusion of normal performance. However, this only makes coping with the workload harder over time.
- Most individuals are dissatisfied with their state. They want to regain their lost energy but often find it difficult to do so independently. A manager’s role is to provide support, demonstrating understanding and readiness to help.
Conduct a discussion, but try to avoid formal reporting or error analysis. Focus instead on identifying the reasons behind the employee’s exhaustion.
Sometimes, the causes are work-related — for instance, when a person finishes one project only to face an immediate deadline for the next. In such cases, employees must work continuously under stress, trying to avoid mistakes. Consider expanding the team to distribute the workload.
If the employee has recently been ill and hasn’t yet recovered, a vacation might help.
How Employers Can Prevent Burnout
To prevent and address burnout, employers can use the following approaches:
- One-on-one meetings with subordinates. Regular discussions allow managers to personally address current tasks, achievements, challenges, and future plans with each team member. Personal matters should also be discussed to better understand the employee’s condition.
- Providing feedback. The lack of constructive evaluation from managers or colleagues leaves employees unsure about what needs improvement.
- Changing tasks. Monotony can make daily work feel like an endless series of repetitive days. Employees tire of routine tasks, limited project scopes, and constant interaction with the same colleagues or clients, leading to stagnation. In such cases, offering a temporary switch to a different task can spark interest and inspiration.
- Engaging a coach. An expert can focus the employee on developing professional skills and career growth. A personalized approach helps each team member outline a development path aligned with the company’s needs.
Burnout unfolds in stages. Before reaching a critical point, individuals have the chance to notice changes and take preventative measures. Early-stage interventions are often as effective as prevention strategies, while later stages may require regular therapy sessions.
