Burnout can affect even the most talented and driven professionals. The initial signs are easy to miss; a few innocent mistakes here and there, or small delays in delivering the work. But if left unchecked, their productivity, performance, happiness, and mental health can rapidly deteriorate. The deterioration can be even worse if they're constantly micromanaged or reporting to a toxic manager.
The World Health Organization describes burnout as “a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed."
The important phrase here is ‘chronic workplace stress’. Every job comes with its own stressors, but the risk of burnout rises when the stress is unremitting, and the worker feels unsupported in their role. Notably, burnout is not just relevant to employees who have stayed with you for a while but can affect new hires as well, regardless of whether they work remotely or in-office.
What the data says about burnout in Australia
YouGov conducted research involving 2,027 working-age Australians commissioned by That Comms Co. on behalf of Indeed. The questions and results of this survey reveal the causes of burnout and how it affects businesses across Australia.
The key findings were:
- Over 1 in 10 Australians say their workplace wellbeing is ‘low’
- 16% say they don’t experience a sense of belonging to their company
- 1 in 5 Australians felt unhappy at work within 3 months of starting a new job
As part of the survey, when asked about the specific issues that made respondents feel unhappy at work, the responses suggested that some common themes were in play:
- Low motivation and no recognition (Female, 25-34, Melbourne)
- Increased work and decreased support (Male, 35-44, Regional Vic)
- Change and unclear direction and goals (Female, 25-34, Regional Queensland)
Do you sense any of these issues in your team? If you’re unsure, it might be a good idea to consider a more robust system for gauging your team’s well-being.
It is important to identify where your workers or team members are on the path to burnout or if they are already there. Understandably, many employees are hesitant to discuss these issues with their managers, which is why creating a psychologically safe work environment is so important.
Observe how your team behaves at work or engage in a conversation with them to find out how they feel. Here are signs that can help you spot the symptoms of burnout early on and ensure your employees stay engaged and happy at work.
The classical signs of workplace burnout
1. Exhaustion
Burnout is characterised by overwhelming emotional fatigue, but it is not the only symptom. Ask your team about their well-being, and keep an eye out for these signs:
- Feeling tired even after sleeping enough or being unable to sleep or rest enough
- An inability to handle tasks that require emotional or physical effort
- Lack of motivation for everyday tasks
- Physical symptoms, including headaches, aches and pains, digestive troubles, and even heart problems
- Having trouble remembering or making decisions
2. Pessimistic or cynical about work
It is common for burnout sufferers to mentally disengage from their work, but as burnout continues, they become more pessimistic and cynical about their job and even their role in the company.
Burnout affects everyone differently, and while it can be hard to identify specific cases of burnout, some of the more common symptoms include:
- Feelings of dissatisfaction
- Disconnecting from colleagues or clients
- Disengaging from work, not interested in new opportunities or projects
- Feeling under-rewarded
- Irritated, aggressive, or disruptive behaviour
3. Inefficacy
Burnout can be insidious, as it can distort the sufferer’s perspective about their work and their position in the workplace. It can make your employees feel as though their accomplishments are insignificant and unappreciated, which can affect their ability to do the job or even make simple decisions at work.
Especially watch out for recurring behaviours like:
- Avoiding decision-making
- Feelings of inadequacy or feeling unqualified for the job
- Inefficiency, missed deadlines or poor quality of work
4. Feeling detached from the company or team
Keep in mind, burnout is also an outcome of unrealistic expectations being placed on the sufferer. Unmanageable workloads could be preventing employees from enjoying cultural initiatives. Common signs include:
- Lack of interest and participation in workplace activities
- Not excited about employee perks
- Unwilling to engage in team activities outside of work
The next step: addressing workplace burnout
There is a lot you are capable of and can do when it comes to offering support to an employee struggling with burnout. As a leader, you may be able to help them make positive changes in their working environment.
It can be challenging to reengage burnt-out employees, especially if they have reached their breaking point, but there is hope. Here are the steps to take to pull your burned-out employees back from the brink.
1. Investigate the root cause
The first step is to assess their workload and the expectations placed on them to ensure they are not being overstretched in their role. In today’s economy, it is quite common for companies to relentlessly cut costs and maximise productivity, sometimes at the expense of employee well-being. If your assessment reveals that your team is in fact overworked, consider outsourcing some responsibilities or enlisting contractors or freelancers for short-term support.
If you find work could be handled more efficiently in-house, consider project management software or upskilling to help your team make better use of their time and energy.
2. Create a supportive work environment
Don't try to fix burnout by bribing your employees with perks. Gift cards, care packages, and fully paid vacations are all nice gestures, but they don't address the root cause of burnout. A more effective solution is to create a work environment that supports their mental well-being and fosters resilience. This may not be possible at an organisation-wide level but can be done at a team level.
Lead by example. Maintain your own boundaries to promote healthy work-life balance and encourage them to do the same. The study shows that when employers show employees that they understand the realities of life outside work and the psychological impacts these can have, it helps employees feel heard and supported.
Inclusion, appreciation, support, trust, purpose and achievement are very important to Australian workers, and it makes them happier about their workplace.
3. Check in on a human-to-human level
Make sure managers at all levels check in with their team one-on-one about their professional and mental well-being. Do not dismiss complaints or negative feedback; hear them out and be receptive. Avoid being defensive or blaming employees and listen to their reasons for stress. They may be partially responsible for their stress. Asking employees on what they feel the problem is and suggestions on how to make things better can be a powerful antidote to burnout, provided those suggestions are seriously considered and actioned where appropriate.
The worst thing for burnout is a manager who refuses to acknowledge or action any of the concerns the worker has raised. As policy makers you need to be honest with the employee if you can do something to help address their burnout instead of giving them platitudes or leaving them guessing about next steps.
While some managers may consider burnout a low priority, the fact is that it can become a major handicap for your best performers if not nipped in the bud. In the worst case, it can even lead to your best people quitting. And in a job market crying out for skilled workers, that’s a loss no company can afford.