Regardless of what industry one works in, their worth to a company is often measured by how productive they are on a daily and long-term basis. This is the nature of business. Companies want to utilize the most fruitful people in order to get ahead of their competition while maintaining profitability. However, in an effort to be extremely productive, some people will overwork themselves to the point of physical and mental exhaustion sometimes commonly known as burnout.
Once they have reached this state, work and many other tasks become extremely difficult and littered with mistakes. Musician Del Suggs spoke on the necessity of not pushing oneself too far, “Burnout occurs when your body and mind can no longer keep up with the tasks you demand of them. Don’t try to force yourself to do the impossible. Delegate time for important tasks, but always be sure to leave time for relaxation and reflection.”
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As a leader, it is important to make sure you’re aware of your employees reaching the danger zone before burning out so that you can take action. For this reason, we connected with a few other leaders to understand how to know when employees are burning out.
Loss of productivity
Jae Pak is the Founder of Jae Pak MD Medical, a brand offering top-rated hair transplant services. He believes that when employees begin to suffer from burnout their performance drops.
“In my experience, the employees who are the biggest go-getters are also capable of suffering from the biggest burnouts. They expound seemingly endless amounts of energy in order to advance an idea and eventually it catches up with them in a big way. But, it’s not usually an all-of-a-sudden loss of productivity. Generally, it’s a slow slide down the hill. Obviously, you never want to lose a team member, especially some of your more valuable ones. If you notice your top employees begin to slip, check-in and see if they’re beginning to burn out.”
Fatigue
Glamnetic specializes in magnetic false eyelashes. Their CEO, Ann McFerran, suggests that when employees demonstrate consistent signs of exhaustion they’re experiencing burnout and not simply a bad night’s rest.
“When someone spends more time working than they should, other areas of their lives begin to suffer the consequences. For a lot of people, sleep is one of the first things to go out the window. They need to meet the demands of their job and they place a high level of importance on their loved ones so sleep takes a backseat. But this is no way to live for long periods of time. From bags under the eyes to dozing off in the back of the room, there are clear ways to know if your employees are fatigued, possibly signaling a burnout.”
Errors
Being able to keep track of all the details of a single business day is no small task. When burnout hits, this can become that much more difficult. Berry Law is a business providing veterans disability lawyers. Their CEO and Managing Partner, John Berry, consider mistakes to be a telling sign.
“It doesn’t matter who you are or what education you’ve had, simple mistakes related to math or articulating ideas will happen from time to time. However, if you see an employee begin to exhibit these types of errors on a regular basis after not previously doing so, it may be indicative of a looming burnout. Don’t go searching for this outcome by being overly analytical but pay attention to ensure that your employees are maintaining their personal health as it relates to their job.”
Checking out
Miles Beckett is the CEO and Co-founder of Flossy, a brand offering dental treatments at reduced costs. He advises leaders to place a watchful eye on the engagement level of employees.
“Have you ever been in a meeting where an employee is more interested in their phone than what is being presented or discussed? While this lone example does not tell us much at all, it’s repeated instances like this one that can tell you that a member of your team is not mentally present at work because they’re trying to overcome the effects of an inbound burnout. A good leader does more than simply instruct those around them – they offer aid and support to anyone who appears to be struggling.”
Attitude
Pet Insurance Review specializes in giving reviews and comparing pet insurance policies from a range of providers. Their CEO, Ray Leon, believes that a team leader can tell a lot about where their team members are through the way they present themselves and behave.
“Everyone has had the experience of being in the same room as someone who is noticeably angry or visibly sad. It’s never comfortable and usually extremely apparent what kind of emotions that person is going through. There are times when these emotions are not as apparent and a little more attention to that person is warranted. Either way, if you pick up on a generally negative attitude towards work or coworkers, it’s possible that the person could be early on in the burnout process. Don’t rush to a conclusion but give additional consideration to these employees.”
Time off
It is safe to say that when a person begins to lose their passion for something, they begin to spend less time with that item or activity. OSDB is a business providing an online sports database. Their Co-Founder & CEO, Ryan Rottman, proposes looking out for this behavior in employees.
“Burnout can lead to a variety of issues which cause employees to not be present in the workplace. On one hand, if they’re overworking themselves to the point of exhaustion, don’t be surprised when they use their sick days to recover from some physical ailment. On the other hand, if a person has worked themselves out of the vigor they once had for their job, they may use their personal days to avoid showing up at the office.”
Depression
Chris Bridges is the CEO of VITAL, a brand offering credit cards. He cautions others to be very aware of any mental health issues within the organization as they could be related to burnout.
“Let’s say an employee is burned out but they continue to slog through every aspect of their job without fail. This employee is on the fast track to depression or at least a couple of depression-like symptoms. When you interact with employees who are displaying signs of over-worrying or low self-esteem, especially when they haven’t displayed these in the time you’ve known them, it could be that their burnout has evolved to something much more dangerous. There’s no better leader than the one who is concerned with their employees’ well-being.”
Time alone
Allara specializes in support for women with PCOS. Their Founder & CEO, Rachel Blank, consider a noticeable change in the social behavior of people to be indicative of a pending burnout.
“I feel like most workplaces have at least one person who is the embodiment of the Energizer Bunny while simultaneously being the most friendly person in the room. It’s a great person to have on your side. But every once in a while, the stresses of work will get to these types of people and begin to drag them down towards burnout. If you ever notice a person like this suddenly spending most of their time alone, it could be a useful observation. There could be something unrelated to work taking place here but it also could be as simple as a work burnout.”
For the sake of employee wellbeing, as well as the well-being of their company, it is wise to keep a sharp eye tuned into whether or not employees are beginning to feel the effects of burnout. Author Sam Keen put into words why this is essential, “Burnout: nature’s way of telling you that you’ve been going through the motions, but your soul has departed; you’re a zombie, a member of the walking dead, a sleepwalker.”
Frequently Asked Questions (FAQ) on Employee Burnout
Here are common questions asked about employees burning out:
What are the common signs of employee burnout?
Burnout often manifests in physical, emotional, and behavioral ways. Common signs include chronic fatigue, lack of enthusiasm, irritability, and a noticeable decline in productivity or quality of work. Employees may also start withdrawing socially, calling in sick more often, or missing deadlines. Look for changes in their usual behavior, such as decreased engagement during meetings or increased complaints about workload. Identifying these signs early is crucial because prolonged burnout can lead to health problems, absenteeism, and higher turnover rates. Managers should maintain regular check-ins to observe these indicators and address them proactively.
How does burnout differ from regular workplace stress?
While workplace stress is common and often temporary, burnout is a prolonged state of emotional, physical, and mental exhaustion caused by excessive and unrelenting stress. Stress often motivates individuals to complete tasks, while burnout leaves them feeling disengaged and unmotivated. Employees experiencing stress might still feel a sense of accomplishment, but those with burnout typically feel hopeless and detached. Burnout also tends to have long-term effects, such as difficulty concentrating, health issues, and strained relationships. Recognizing this distinction helps in implementing targeted interventions, such as offering time off or reducing workload, to address burnout effectively.
What are the main causes of burnout in the workplace?
Burnout is often the result of chronic workplace stress due to factors like unrealistic workloads, lack of control, poor communication, and a lack of recognition. A toxic work environment or unclear expectations can also contribute significantly. Additionally, employees who lack work-life balance, feel undervalued, or are in roles that don’t align with their skills or interests are more prone to burnout. Companies can prevent burnout by addressing these root causes—such as ensuring equitable workload distribution, fostering open communication, and offering professional development opportunities—while promoting a supportive and inclusive culture.
How can managers help prevent employee burnout?
Managers play a pivotal role in preventing burnout by fostering a healthy work environment. Regularly check in with team members to understand their workload, challenges, and concerns. Provide clear expectations and ensure tasks are distributed fairly. Encourage breaks and promote a culture that values work-life balance. Offering flexible work arrangements and recognizing employees’ contributions can also help them feel valued and motivated. Training managers to identify early signs of burnout and respond empathetically ensures they provide timely support. Finally, make mental health resources readily available, such as counseling services or stress management workshops.
What should employees do if they feel they are burning out?
If you suspect burnout, the first step is to acknowledge it and reflect on its possible causes. Openly communicate your concerns with your manager or HR department—they can help adjust your workload or provide necessary support. Practice self-care by prioritizing sleep, nutrition, and exercise. Setting boundaries around work hours and taking regular breaks can also alleviate stress. Seek professional help if needed, such as a counselor or therapist, to develop coping strategies. Additionally, use time off to recharge and re-evaluate your goals. Addressing burnout early can prevent it from escalating into more severe mental health issues.
