How to spot (and stop) burnout at work
EmployeeBurnout_A_Main_768x512.jpg
“If you want something bad enough, you’ll work until you get it.”
It's likely a number of your employees (maybe even you) have heard this phrase before. Unfortunately, some people may take it literally.
For example, one of your employees — let’s call him Craig — is juggling multiple projects, overseeing a team of people and balancing a busy home-life with multiple children. Craig feels continued pressure to exceed above and beyond what’s expected of him, so to get everything done, Craig comes in early, skips lunch breaks, goes home late and even takes his work home. There’s no doubt Craig is a hard-working and valued employee, but it’s unlikely he's feeling that way and is quickly reaching his burnout point.
Considering that the World Health Organization (WHO) recognizes workplace burnout an occupational phenomenon, it might be time to start thinking about how you can help employees prevent or cope with it.
What is burnout at work?
Work burnout, defined as chronic workplace stress that is not successfully managed, is something that 75 percent of employees say they have experienced. Plus, four out of five employees report feeling emotionally drained from their work, which is an early sign of burnout.
Signs of an employee experiencing work burnout
It doesn’t matter if your company has the highest salaries, best benefits packages or social perks, there is bound to be a time when an employee reaches their burnout point. Burnout can be associated with one, or all, of the following signs:
Decreased productivity or quality of work
What to look for: An employee blatantly spending time on social media, shopping online or taking extended lunches throughout the day to avoid their work at all costs.
Uncharacteristic disengagement
What to look for: An employee who started out engaged and excited to do their work, but is now delaying projects and tasks and missing deadlines.
Increased cynicism and complaints
What to look for: If you have a happy-go-lucky employee who suddenly becomes quiet, increasingly negative and avoids everyone — you need to investigate the root cause.
Irritability and exhaustion
What to look for: Constant annoyance, frequent colds or fever, along with headaches and body aches. These are tell-tale signs of someone under stress.
Missing work
What to look for: When an employee begins to take several sick days and racks up unexplained absences.
Help re-engage your employees
When employees feel supported, they are more likely to be engaged in their work and loyal to your organization. An employer health and well-being consultant can help you identify opportunities and take action. Get started today!
How your workplace may be contributing to employee burnout
Let's walk through the five major causes of workplace burnout:
1.
Unfair treatment.
Sam is known for his hard work-ethic, great presentation skills and has never missed a deadline in the five years he’s worked at your company. Sam has asked for a promotion on numerous occasions and has the numbers to support his advancement. But his coworker, who is better friends with the boss, started one year ago and sits on social media most of the day is in line for a promotion. Employees being treated unfairly, like Sam, are three times more likely to experience higher levels of burnout than their counterparts.
2.
Unmanageable workload.
Kara is a "go-getter" and never says no to a project that comes her way. So, her boss takes advantage and sends Kara projects when they know she has a lot on her plate (and there are other team members with capacity) because Kara will get it done. When an employee like Kara feels like they have an unmanageable workload, they can feel like they are drowning. This is why nearly 30 percent of American workers forfeited their paid vacation time in fear of falling behind.
3.
Lack of role clarity.
In Tom’s interview, he was told he would be working on a particular client account, managing projects and pitching ideas. Instead, Tom found out there are six other individuals on this one account, and everyone has the same title and role. Employees like Tom are among the 45 percent of workers who don’t know what is expected of them, according to a survey from Gallup.
4.
Lack of communication or support from manager.
Pam presented to an all-staff meeting about a very important upcoming project she and her boss are working on. Once the presentation wrapped up, she was bombarded with questions and wasn’t sure of answers — so she asked her boss for support. But her boss hurried to the next meeting and left her to manage the Q&A alone. Situations like this are probably why only 21 percent of employees strongly agree they trust the leadership of their organization.
5.
Unreasonable time pressure.
Steve was handed a new project he was excited about but found out he only had one week to get everything prepped for a meeting with C-level executives. No pressure, right? Makes sense why 46 percent of employees feel like they have a workload that causes them increased stress.
5 dos and don'ts when employees are facing workplace burnout
How can you help prevent employee workplace burnout before it starts — or goes too far? Consider these five tips:
- Do: Identify aspects of company culture that lead to burnout and work to change them. Things like unrealistic work expectations, a lack of support and inadequate benefits can all be contributing factors.
Don't: Try to address burnout without getting to the root cause(s). While team bonding exercises and learning opportunities can be helpful in the short-run for improving employee morale, they aren’t enough on their own to improve well-being. - Do: Work to offer your employees solutions that address multiple common causes of burnout like feelings of losing control, unfair treatment between employees and a feeling of a lack of community.
Don't: Assume employee burnout has only one cause. - Do: Foster a healthy work-life balance. If possible, reward productive employees with things like flexible hours and the opportunity to take days off for their mental health when needed.
Don't: Create a workplace where employees benefit from working excessive and unhealthy amounts of time. - Do: Remind leaders and management to implement tips they’ve learned about how to stop burnout and check in with employees on a regular basis.
Don't: Disregard management’s role in preventing employee burnout. - Do: Educate leaders about burnout and the warning signs to watch out for. Encourage preventive measures for employees like an open dialogue on burnout between co-workers, a handout or webpage with tips and helpful resources and internal company campaigns.
Don't: Assume leadership and employees are educated on burnout.
More resources to support your burnt out employees
Consider implementing an Employee Assistance Program (EAP). This is a great option to include within your workplace to provide free and confidential services for employees dealing with work or personal issues.
When an employee is feeling down, Doctor On Demand is there. Mental health is a topic many avoid or are timid to discuss — especially in the workplace. Most health insurance plans from Wellmark include the Doctor On Demand virtual visit benefit.
Or, you can add the behavioral health coaching from Doctor On Demand to your employees' benefit package. With behavioral health coaching, employees can connect with a certified coach via text to listen and help them find real solutions. Log in to Employer Connection to get the Doctor On Demand behavioral health coaching member flyer and learn more.
Take action for a healthier workplace and employees
Wellmark Blue Cross and Blue Shield is committed to creating an environment within your workplace that promotes healthy behaviors. Through our employer consulting and well-being services, your employees' whole health is considered. From programs that boost physical and mental health, build resiliency, improve financial literacy and more, we've got proven solutions that motivate your employees.
Reach out today for more information about our employer consulting and well-being services, or email us at blueatwork@wellmark.com.
Disclaimers
Doctor On Demand by Included Health physicians do not prescribe Drug Enforcement Administration-controlled substances, and may elect not to treat conditions or prescribe other medications based on what is clinically appropriate.
For plans that include benefits for mental health treatment, Doctor On Demand by Included Health benefits may include treatment for certain psychological conditions, emotional issues and chemical dependency. Services performed by Doctor On Demand by Included Health psychologists are covered. For more information, call Wellmark at the number on your ID card.
Doctor On Demand by Included Health is a separate company providing an online telehealth solution for Wellmark members. Doctor On Demand® is a registered mark of Included Health, Inc.