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Feeling the burn

Identify and address employee burnout through support and clear communication

by DAVID PAQUETTE

Burnout is a reaction to prolonged or chronic job stress; it is characterized by exhaustion, cynicism and feelings of reduced professional ability, according to Verywellmind.com. It is real enough to have a significantly negative effect on one’s physical and mental health. It can also have a negative impact on a company’s bottom line. Workplace burnout was a serious problem before the pandemic, and it has grown exponentially.

Employees are burning out for many reasons, but the main causes cited in a recent Gallup Poll include not having enough time to complete their work, lack of communication and support from their manager, lack of clarity about their role or job duties and feeling like they are being treated unfairly by their boss. Not surprisingly, employees who feel strongly supported by their manager are 70% less likely to experience burnout.

What it looks like

In my work with both private and public sector organizations, I’ve noticed the signs of burnout are quite similar. As a manager or business owner, you’ll see some of your team becoming more withdrawn, irritable and angry. You will also see decreased morale, apathy, decline in job performance and increased conflict between workers. More importantly, you will see higher rates of absenteeism due to mental health concerns (anxiety and depression), insomnia and increased misuse of alcohol and other substances. That’s why turnover rates are so high in the workplace, and why it’s increasingly difficult to recruit and retain quality staff.

What employers can do

If you want to reduce workplace burnout, according to Workplace Strategies for Mental Health (work placestrategiesformentalhealth.com), a Canadian workplace mental health advocate, take the following steps:

• Have honest conversations with your employees about their wellness.
• Provide clear work expectations and ensure they are understood.
• Provide ongoing training to maintain competency.
• Be respectful and empathetic, and acknowledge employee contributions.
• Enforce reasonable work hours and realistic work expectations.
• Foster a culture of mutual support and respect in the workplace.
• Support physical activity and taking breaks throughout the workday.

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