when employees burnout

How Managers Can Help Employees Deal with Burnout — And Why They Should

Company leaders have a responsibility to keep employees healthy at work.

As a company leader, one of your top priorities is to protect the well-being of your employees. They’re the ones who ensure the health of your company and need to be feeling and doing their best work.

But even if you hire the most skilled individuals and offer a competitive salary, employees may still burn out. And when this happens, it’s not only the employee’s burden to bear.

Major Signs of Burnout

Burnout is more common than you might think. Roughly one in five employees are at risk of burnout, and they aren’t always easy to spot.

Instead of carrying on with business as usual, managers and HR leaders should recognize the signs of burnout and find ways to help employees overcome it. Otherwise, you may risk losing some of your most motivated and hardworking employees because they’re feeling stressed.

These signs may include but aren’t limited to:

Frequent tardiness: Coming in late frequently could indicate the employee has too much on their plate and can’t manage it all.

Increased absenteeism: The greater the physical, mental, and emotional stress an employee feels, the greater the chance of them missing work completely.

Multiple mistakes: Employees who are feeling stressed find it hard to focus. They mess up frequently, or the quality of their work suffers.

Missed deadlines: Burned out employees don’t prioritize their work the same as others, nor do they engage as much with the company, so it’s common for them to forget tasks, lack accountability, or miss deadlines.

How Can Managers Help Employees Conquer Burnout?

Burnout is never solely an individual’s fault. It’s usually a combination of feeling physically and emotionally exhausted, depressed, and sleep deprived, and work can be a major contributor to these feelings. They may feel out of control in terms of workload and expectations.

Taking a day off here and there, though helpful and necessary, is not going to solve burnout in the long term. Wellness programs, as beneficial as they might be, are not going to solve it either.

Instead, business leaders should target the root of the problem; not just treat the symptoms:

Monitor Levels of Demand Placed on Employees

The higher the work demands, the greater the need for support, recognition, and opportunities for recovery. Business leaders should monitor employee work demands so they can avoid burnout before it becomes an issue.

For example, if you notice an employee burning the midnight oil on the regular, it’s up to you to step in. Try not to load up your best employees with projects or extra tasks. They may be your top performers, but they’re still human and need time to rest and enjoy life outside of work.

Approach Employees with the Spirit of Care and Desire to Help

Managers are often too quick to point the finger at employees suffering from poor performance and tardiness. But if burnout is the culprit, blaming them will only make the symptoms worse.

Instead, it’s essential to work with employees with care, understanding, compassion, and a desire to improve the situation so that everyone benefits. Your willingness to help can be enough of a boost to start moving employees toward a healthier state of mind.

Are you ready to put burnout in its place? Learn more about how you can help your employees take back their livelihood and focus on enjoying and growing their careers with your company.

Felicia Baucom
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