Burnout. It's Real. How to Identify

Employee burnouts are becoming more and more common these days. And it's no wonder, with the ever-increasing demands of the workplace.

But what is a burnout, exactly? According to the Mayo Clinic:

"Burnout is a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity."

In other words, it's when someone just can't take it anymore. And it's not just an individual problem; it can have a ripple effect on an entire team. That's why it's important for managers to be on the lookout for the signs of burnout in their employees.

These can include changes in behavior, such as increased absenteeism or lateness; decreased productivity; or even just a general sense of apathy.

If you see any of these signs, it's important to act quickly.

Employee burnouts can lead to serious health problems, both mentally and physically, and mental health in the workplace is very serious and needs to be a recognized and a part of your work culture and CORE Values.

Burnouts have a negative impact on morale and team dynamics, more importantly it is typically because the Company and the Managers are not watching for the signs and not planning accordingly for workload and distribution of tasks.

Thinking this cannot happen in your Company? You’re wrong!

Employee burnout is a problem that plagues businesses of all sizes. In fact, it's estimated that burnout costs employers 100’s to billions of dollars each year in lost productivity, absenteeism, and turnover.

So what then? What can managers do to help prevent employee burnout?

First, it's important to understand the causes of burnout.

Common triggers include:

· excessive workloads,

· unrealistic deadlines,

· and a lack of control over one's work.

· Micromanagement

· Your management style

Once you know what's causing the problem, you can take steps to mitigate the risk factors.

For instance, you might adjust workloads: provide more flexible deadlines, or give employees more authority over their projects.

Another example is shifting your own Management Style: Try Macro Managing not Micro Managing. Do not under standing Macro Management? It is; management from afar. Contrary to micromanagement where managers closely observe and control the works of their employees, macro management is a more independent style of organizational management, It’s a hands off approach, allowing your team to do their jobs with their style and a great pro to this is that you the manager have given your employees the knowledge and tools to execute their job, and that they know they can communicate with you and do weekly check ins to get assistance from you.

On the negative side is micromanagement, it does not help anyone and as the manager it shows you have no trust in your employees and must control every aspect of their day to day causing.

It's no secret that employees who are micro-managed are more likely to experience stress and burnout.

After all, when you're constantly being watched and monitored, it can be difficult to relax and feel confident in your work.

This constant stress can take a toll on your health, both mentally and physically.

In fact, studies have shown that employees who are micromanaged are more likely to suffer from anxiety, depression, and even heart disease.

If you're an employer, it's important to consider the impact of your management style on your employees' health. Otherwise, you may end up doing more harm than good.

Second, it's important to create a culture of support within your team.

This means promoting open communication, encouraging positive feedback, and offering employees regular opportunities to recharge and reboot. When employees feel like they have a strong support system, they're less likely to experience burnout.

You can offer suggestions like:

· Weekly Check- ins at the beginning of the week, seeing how their weekend was looking at this week’s priorities and having your Employee tell you what they will prioritize and you giving your feedback

· Followed by end of week check-ins and encouragement of what can be pushed for deadlines or requirements

There are always mitigating factors, which are typically out of your employees’ control, why deadlines could not be met.

Variables like co-workers, teammates, potential clients, or vendors, having this check in allows for that communication from all team members and allows for the manager to find the route of the problem, or even step in.

Once in management it should be you, the manager that lead by example and help with this issues, proper Leadership training assists the managers from Burnout risk.

· Encouraging Monotasking instead of multi-tasking.

With burnout being a real problem in the modern workplace, and listed above, there are ever-growing list of responsibilities and an ever-shrinking amount of time to get them done, Mono tasking allows for focus on the priorities. Rather than trying to do a million things at once, monotasking allows you to focus all your attention on one task at a time. This can help you work more efficiently and prevent overwhelm. Additionally, monotasking can help improve your mental and physical health by reducing stress levels and preventing fatigue.

Encourage your team to focus on 1 project at a time or discuss what is having them feel overwhelmed and help them decide on the best project in that moment.

Finally, it's crucial to model healthy behavior for your team.

If you're constantly working late nights and weekends, your employees will likely feel pressure to do the same.

Similarly, if you're regularly skipping breaks and vacations, your team will probably follow suit. By setting a good example, you can create an environment that everyone enjoys to be in.

Try to be proactive for yourself and team, if you want to avoid all that, keep an eye out for those telltale signs of burnout, if you see them, take action to help your employees before it's too late.

There are 100’s of free resources to help you see these signs.

See the attached PDF, download, and take a look for your team.