How Do You Tell If an Employee is Burned Out?
Published: 18/06/2022
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Disinterest in work, frequent mistakes, a drop in productivity, longer breaks, and unauthorised leave - all these are consequences of employee burnout. Since an employer or manager must first recognise the signs to implement preventative measures, we are writing this blog to answer the question: how can you tell if an employee is burned out?
There is a common misconception that burnouts only occur in large companies where the pace and demands are high, and attention given to each individual employee is low. This often lulls owners of smaller businesses into a false sense of security, as the consequences of a burned-out employee can indeed cause far more damage to them. The simple truth is that the size of the organisation has nothing to do with the risk of its employees running out of steam; the reasons lie much deeper.
Burnout often occurs due to employee dissatisfaction with management, role, pay, demands, or essentially anything else. Typically, the reason it escalates into a loss of interest in one’s work is that employees hesitate to voice their concerns to management for fear of reprisal. Alternatively, when they are vocal about the changes they need, there is often insufficient response. Ultimately, employers are often left needing to recognise the signs of potential or ongoing burnout before it causes damage. But how can you tell if an employee is burned out?
Unsurprisingly, prevention is a better option than dealing with the consequences, including from a financial standpoint. The signs we’ve described in the opening paragraph are often mistaken for the initial stages of burnout, but in reality, they indicate that the situation has progressed far enough to become noticeable enough to affect the business. Early symptoms of burnout are more subtle and therefore easier to overlook. This is why your safest bet is to eliminate as many potential causes of burnout as possible.
While the list of factors influencing employees’ loss of interest in their performance within the company is virtually endless, you don’t have to address the reasons one by one. The simplest means of prevention is a change of mindset—when you prioritise the employees’ well-being, you naturally begin to work on reducing elements that could trigger burnout. For instance, something as simple as regularly praising your staff for their hard work and achievements can significantly minimise the risk of burnout, as one of the most common reasons for it is a lack of affirmation. In other words, intricate strategies are unnecessary—you need empathy and smart leadership.
It’s also important to recognise that burnout is a process rather than an end result - and you should aim to eliminate its triggers or intervene in the early stages. While it can be addressed and resolved no matter how far it has progressed, the longer it continues, the more potentially harmful it becomes to your business. So, what are some of the early signs you should address as soon as you notice them?
Burnt-out employees are more prone to making mistakes, as one of the earliest and most noticeable symptoms is an inability to concentrate. They are also consistently forgetting important events like meetings or deadlines. This particular sign is especially prominent in staff who have previously exhibited high levels of responsibility and attention to detail. While everyone is susceptible to occasional errors (it’s part of being human), a newly developed pattern is an alarming indicator.
The reason burnout manifests as tardiness is that the employee experiencing it does not feel inclined to invest their full effort into their work. A lack of previously applied expertise or interest then results in outcomes that fall below the usual standard. It’s also advisable to pay attention to their behaviour during meetings - are they focused, or are they spacing out? Since burnout is often linked to a loss of interest or passion in one’s work, it’s only natural that the employee will be more easily distracted and less likely to concentrate on the tasks at hand.
Have you noticed your ordinarily friendly and easy-going employee suddenly becoming snarky in their replies? Do they seem to get into arguments with other colleagues, management, or even you, despite never having had a disagreement before? Is their usual can-do attitude now replaced with a series of excuses? Keep an eye on them, as all these are clear signs that indicate an employee is experiencing burnout.
Since burnout stems from overall dissatisfaction with the company, it often manifests in negative changes to one’s attitude—rudeness, cynicism, and even hostility. While everyone has bad days when they are particularly irritable and can snap at colleagues, this grumpiness doesn’t usually last beyond the day. A sudden and persistent inability to get along with others, however, suggests that the individual is under a great deal of pressure and isn’t managing it well. Another telling factor is that rather than calming down, their negative attitude is only getting worse. It’s important to note that burnout is not an excuse; therefore, an employee must be reprimanded if their behaviour becomes unmanageable.
Not every worker recognises they are suffering from burnout; therefore, a direct confrontation is not always the best course of action. While a conversation is necessary, you should avoid mentioning the term and instead aim to identify the causes and then address them with actions. There are two main routes you can take for a quick fix, although you will still need to implement more specific steps to resolve individual cases.
While you are legally required to ensure your staff has a sufficient number of paid days off, you are under no obligation to ensure it is used. However, you should encourage any employee you suspect is experiencing burnout to take some time off. Common causes of burnout include fatigue, frustration over failing to meet demands or expectations, and excessive workload. In other words, sometimes time off is all that your staff member might need.
We suggest using holiday management software like Timesheet Portal to quickly access your company’s calendar, as it provides visibility into your team’s holiday schedules. Has the burned-out employee not taken any time off in a long while? Although not guaranteed, it is highly likely that time off will help address their lack of motivation. Even if they refuse, but you believe this is the best solution, you are entitled to require them to take annual leave. However, this should be done with sufficient notice, and if the root of the burnout lies elsewhere, it may impact your relationship with the employee.
People appreciate the freedom of choice, yet it is often limited in the workplace, if it exists at all. If you continue to bind your staff to 9-to-5 workdays and require their presence in the office at all times, you are cultivating the perfect environment for burnout. Flexibility in hours and location, however, allows your staff to adjust their schedules and plans in line with their personal rhythms, outside work obligations, and peak productivity times.
An important note is that flexibility doesn’t equate to total freedom, and boundaries should still be established. For instance, you could set the rule that each staff member must work a total of 8 hours a day, between 7 AM and 7 PM This allows individuals on your team to choose whether they wish to start early and finish early, begin later and finish later, or adhere to the traditional 9-to-5. It resembles hybrid working. You may offer the option to work remotely three times a week, but two days need to be spent in the office. In other words, while there are still company rules to follow, you allow your staff to select options that work best for them. This is known to enhance employee satisfaction, which in turn reduces the risk of burnout.
Did you know that the tools you use in your business can assist with burnout control and prevention? Whether it involves implementing automation to relieve workers from repetitive tasks, adopting a user-friendly holiday management system, or investing in tools that promote hybrid working, the right software can be your greatest ally in preventing your staff from experiencing burnout.
Timesheet Portal is an excellent tool to support your burnout prevention initiatives. Our multifunctional platform features a flexitime module that encompasses all essential functionalities you need, ranging from setting up the required number of working hours to more detailed configurable flexitime rules.
In addition to that, Timesheet Portal can also function as a robust holiday management tool. It provides you with complete visibility of both upcoming and past annual leave/absences of your team members, which can be crucial in determining if an employee is experiencing burnout. Additionally, it establishes an easy and streamlined process for your teams to submit time-off requests. The approval process is equally straightforward, removing the need for lengthy email threads that often get lost or forgotten.
Despite the world becoming increasingly aware and concerned about employees' well-being, we still have a long road ahead. Numerous factors contribute to burnout, as they greatly depend on an individual’s emotions, values, and personality. However, this does not imply that solutions do not exist. At its core, every instance of burnout is rooted in dissatisfaction; to uncover the true reasons behind it, one must remain open to criticism and be empathetic.
We often confuse the consequences of burnout with the signs of it. This blog article has, hopefully, highlighted some of the key differences and empowered you to identify whether an employee is burned out before the business suffers any major damage. We also hope the preventative measures offered will become a part of your strategy moving forward.
Are you prepared to prioritise your employees? If so, feel free to reach out to us.