What do you do if your oil and gas employees are experiencing burnout?

Burnout typically stems from enduring periods of emotional, physical, and mental depletion paired with intense stress. In my experience, this condition isn't selective; it can affect anyone, and is often influenced heavily by one's environment. Personally, burnout manifests when I start feeling disengaged and disconnected from my work. This detachment grows until I find myself questioning my alignment and sense of purpose and belonging within the organization.

I agree that recognising these early signs and changes in behaviour are key and indicative of a cry for help. Just like a fire you should try to catch it when it is a small flame before it develops into something much bigger. Employees should receive the support they need when they are overwhelmed and have pushed themselves too far. The care and treatment might vary but taking the time to understand the employee and their particular needs on their road to recovery is important and will help them to feel valued.

Walking down the hall & popping into someone’s office asking “How is it going” is much better than having a formal meeting because it feels genuine & personal. If the person is expressing difficulties then the next step is to find out what is the problem. Part of a manager's job is to remove blockage so the employee can achieve their goals. Some of it can be beyond their control. If it is a personality issue with another employee then it can be discussed with some of these issues being a matter of perception. If it is personal, the Employee Family Assistance (EFA) program can be recommended. A co-worker had issues with a supervisor & used the EFA program to understand what they could do to improve their relationship with the supervisor.

Addressing burnout in the oil and gas industry requires open, supportive, and solution-focused dialogue. These can be personal, one-on-one conversations or group-focused conversations once the signs are recognized. The dialogue should start with identifying shared experiences, understanding potential root causes without bias and then brainstorming potential solutions. It takes trial, error and time to test the solutions iteratively. What's important is that the dialogue remains iterative where you meet regularly, record and discuss outcomes, and refine solutions until the feelings of doubt and burnout are eliminated, or at least minimized to an acceptable extent.

Open dialogue provides a supportive environment where individuals experiencing burnout can openly express their feelings, concerns, and challenges without fear of judgment. Open dialogue encourages design of flexible work schedule which incorporate work-life balance and attracts the trust of the employee that the employer is concerned about his/her health. Through active listening and empathetic responses, open dialogue fosters connection, validation, and understanding, which are crucial in reducing feelings of isolation and promoting mental well-being.

Introducing flexible work schedules will combat burnout by empowering employees to manage their time effectively. In addition it will help in reducing the pressure of rigid work hours. It allows employee to accommodate personal needs, such as family obligations and incorporate them into their schedule, leading to better work-life balance. By promoting autonomy and reducing stress, flexible schedules contribute to improved mental health and job satisfaction, ultimately mitigating burnout.

Leaders combat burnout by putting in place policies that fostering a supportive work culture, promoting work-life balance, and encouraging open communication about workload and stress. They should provide regular check-up system to evaluate their employees health status. They should they should introduce more flexible work schedules and encourage workers to use them. They should prioritize employee well-being, provide resources for stress management, delegate tasks effectively, and lead by example in taking breaks and setting boundaries. Regular check-ins and recognition of achievements also help prevent burnout.

First and foremost do a critical evaluation of the causes of burnout in your company. This might arise from lack of balance in family-work life, poor job expectations, poor work ethics and polices , lack of support. Having highlighted the possible cause of burnout . Prioritize task and reschedule work to match your employees ability, make the task or role more flexible. Seek support from other to ease your workload.