How Accessible is Mental Health in the Workplace, Really?

Over time, I have come to understand that employee burnout is more than just feeling worn out after a project or requiring a short break from work. It is caused by chronic work stress which eventually leads to frustration and affects the employee’s personal and professional well-being.

But before I talk about how to tackle this widespread problem, it is essential to be aware of and recognise burnout within the team. It is important for employees to effectively address and communicate their situation with one another.?

Moreover, I have often witnessed burnout being seen as ?laziness? or ?incompetence?. No, it’s definitely more than that—a genuine state of physical and emotional exhaustion.?

Recognising Burnout

Burnout is a very real phenomenon. I came across statistics that say that 40% of workers reported burnout specifically during the pandemic. I’ve lost count of the number of times a co-worker has shown signs of burnout which were ignored and then worsened. The first step we need to take, as leaders, is being able to recognise burnout. When one is able to recognise the signs, they can take swift action and prevent the problem from snowballing.??

Sometimes, stress at work is cyclical, with periods of high stress followed by more relaxed periods. It is common for teams to be more stressed out, say in March as compared to December. As managers, we must acknowledge when times are more stressful for our team members and make a conscious effort to see how everyone is coping.

One of the first tell-tale signs is when a team member starts getting more irritable and has trouble managing their emotions. They may get into a needless altercation with a co-worker or show signs of anger or frustration. Another sign is when they start getting tired more easily. If they suddenly have trouble sleeping at night with no previous history of insomnia, it’s a clear symptom of burnout.?

I know from experience that if positive steps are not immediately taken to address the issue once I notice the signs, the disengagement only grows worse, affecting productivity.?

So, how can we support people through this???

Now, the question is, what steps do we take to address and prevent burnout? It depends on each individual employee, the severity of the burnout, and what’s possible within the demands of the organisation.?

I’ve noticed that letting a burnt-out employee take more frequent breaks can do wonders. Sometimes a half-day off or a complete holiday may be required.?

A large part of burnout is mental. If employees feel that they’re under too much pressure, they’re more likely burn out. If they feel like they are not appreciated or that their contributions do not matter, then they are more likely to burn out.?

A few kinds words to a struggling employee will help. It is up to us, as managers, to make sure that everyone in the team feels heard. Just a small gesture that they’re doing good work, especially in front of others, can help them pick themselves up again and resume work afresh.?

For example, I recently noticed that a team member was suddenly struggling with work. She would take longer than usual with everything. It was clear that her heart was suddenly not in her work. I praised her past performance and encouraged her, and there was an immediate difference.?

How can we make conversations about mental health more accessible in the future??

It all starts with the leader. Managers need to cultivate a culture that makes team members feel more comfortable discussing their mental health needs.?

It’s especially important when team members are young and unsure how open they can be with seniors. For me, it starts with opening discussions about burnout and relating my own experiences so that team members feel comfortable to talk to me. Rather than a one-and-done meeting agenda, I try to make it a part of the culture.?

Another great way is through team building exercises. During these exercises, I work on lowering the barriers between teams and leaders. This helps team members open up and makes space for personal conversations. One of my favourite team building exercises is playing office trivia.?

It all starts with recognising what mental health problems and burnout look like. Once the leaders are aware of them, it takes small steps of change to further prevent burnout. These steps can include openly communicating with peers about this topic. Leaders must understand that employee burnout can be a destructive force, but learning to recognise the signs early on can help managers take swift action.