Employee burnout is a pressing issue affecting individuals and organizations in droves. According to one BBC report on employee burnout, 42% of 10,243 global workers surveyed in February 2023 said they experienced burnout. Burnout can negatively impact employees’ job performance, leading to missed deadlines, more errors, and a general decline in output. To address the crisis, employers must understand the root causes of burnout and implement effective strategies. This article explores how business leaders and HR managers can tackle employee burnout by targeting its source. 

But first… 

What Is Employee Burnout?

Employee burnout refers to physical and emotional exhaustion resulting from chronic work-related stress. It’s characterized by cynicism, detachment, and a reduced sense of accomplishment. Burnout can manifest in different ways, including excessive workload, long working hours, decreased motivation, or a mismatch between one’s skills and job demands. 

Causes of Employee Burnout

Tackling the issues of employee burnout starts with identifying underlying causes. These include both individual and organizational factors. Some common causes of burnout include;

• Excessive workload: Overloading employees with tasks and responsibilities can create a sense of overwhelm and cause stress, leading to burnout.
• Lack of control: Employees who feel they have little influence or autonomy over work decisions may experience high levels of frustration, helplessness, and, ultimately, burnout. 
• Long working hours: Prolonged working hours with adequate rest and recovery can erode an employee’s physical and mental well-being, causing burnout. 
• Insufficient support: A lack of necessary resources or support from colleagues and supervisors can hinder an employee’s ability to perform their duties effectively. This can cause frustration and lead to feelings of isolation, increasing their risk of burnout.  
• Unclear expectations: Uncertainty about roles and responsibilities can create confusion and anxiety, making it challenging for employees to meet set expectations, thus contributing to their risk of burnout. 
• Job mismatch: Significant discrepancies between an employee’s skills, interests, and values and the nature of their job or organizational requirements may cause dissatisfaction and burnout. 
• Poor management or leadership: Poor leadership that sets unrealistic expectations, fosters a negative work environment, and fails to provide support and guidance to its team contributes greatly to employee burnout. 
• Poor workplace culture: Poor work environments characterized by long working hours, high levels of conflict, lack of work balance, and poor communication can cause employee burnout. 

Addressing Employee Burnout Crisis

Managing a burnout crisis requires a holistic approach, including improving company culture. Here are some helpful strategies HR managers and business leaders can implement in tackling workplace burnout.

Foster Open Communication

Open communication helps address problems early before they escalate. Create an environment for open communication where employees can comfortably talk about their challenges and concerns. One way to achieve this is through employee surveys where employees can give their honest feedback and input on work-related matters.   

Offer Employee Benefits 

Benefits like flexible work arrangements, paid time off, wellness programs, and mental health support can reduce stress, promote work-life balance and self-care. Career development opportunities and recognition programs can also enhance job satisfaction and motivation, significantly reducing the risk of burnout. 

Flexible Work Schedule

Give employees some control over their time and work-life balance. This may include adjusting working hours, allowing remote working, or compressing workweeks. Encourage employees to set clear boundaries between work and personal life. Flexible work schedules that accommodate employees’ personal needs can reduce stress and lower the risk of burn. 

Encourage Regular Breaks and Vacation

Vacations offer an excellent opportunity for employees to disconnect, recharge, and rejuvenate. Ensure your employees fully unplug from work during vacations to relax, relieve stress, and restore their physical and mental well-being. Creating space for rest and relaxation for your employees revitalizes them when they return to work, thus reducing stress levels and burnout.  

Encourage Self-care 

Promote the importance of self-care practices, such as regular exercise, breaks, and mindfulness. Offer necessary resources and training to foster a supportive environment where employees prioritize well-being. Consider incorporating wellness initiatives like meditation and yoga classes at the workplace. Finally, encourage your team to prioritize well-being by taking the lead in implementing self-care practices.     

Offer Professional Development Opportunities

Financial stress is one of the common causes of employee burnout. Through continuous learning and job promotions, employees can enjoy financial security that help them meet their basic needs, pursue hobbies or interests, and invest in self-care. Steady income also gives employees a sense of purpose and accomplishment, contributing to overall well-being and reducing the risk of burnout.

Recognize and Appreciate Achievements

Regularly acknowledge and appreciate your team’s hard work and accomplishments. Through recognition programs, employees feel valued, promoting a sense of purpose and job satisfaction, ultimately preventing burnout. 

Offer Stress and Resilience Training 

Stress and resilience training equips employees with tools and coping skills to effectively manage burnout and prevent its onset. HR leaders can partner with experts or organizations specializing in stress management in offering resilience training to their employees. Through workshops, seminars, or webinars, they can provide employees with practical strategies for reducing stress, building resilience, and maintaining mental well-being. Incorporating a Learning Management System (LMS) into your HCM platform, like isolved offered by Platinum Group, gives your team access to a pre-built library of over 150 courses with learning paths on compliance, business skills, workplace safety, management and other key topics.

Evaluate and Refine Policies  

Regularly assessing existing policies allows business leaders and HR managers to identify burnout triggers and make necessary adjustments. Soliciting feedback from workers and carefully listening to their concerns will help you make informed decisions during policy evaluation. Refining organizational policies based on feedback and employee needs is an effective way of preventing and addressing burnout. 

Conclusion  

Company culture plays a crucial role in addressing the employee burnout crisis. Organizations can effectively manage and prevent burnout by fostering a culture that promotes open communication, values work-life balance, and employee well-being. Business leaders and HR managers have a key responsibility in shaping company culture through policies, resources, and initiatives that promote wellness and employee recognition. And while taking these steps will identify and address burnout symptoms early, using an all-in-one HCM system like isolved can simplify processes and offer efficiency, allowing you more time to establish healthy benefits and tools to give your employees the best company culture. 

For more information on improving company culture and solving the employee burnout crisis, take this free isolved self-guided tour by Platnum Group.