How Can Organisations Manage Employee Burnout?

January and February can be tough months for employee engagement. The excitement of the new year fades, the days are still dark, it's cold out there, and things start to get busy at the office. Motivation can dip. If left unaddressed, it can lead to something more serious: burnout.

Burnout isn’t just about "feeling a bit tired". It’s a state of emotional, physical, and mental exhaustion caused by prolonged stress. It can result in reduced productivity, disengagement, and, ultimately, employees looking for a way out, whether that’s a different role, a new employer, or even leaving their industry altogether.

If you’re in a management role or responsible for your team’s wellbeing, tackling burnout isn’t just about being ‘nice’—it’s a business-critical issue. Here’s how you can manage it before it leads to higher turnover in your company.

Signs of Burnout to Watch Out For

Employees won’t always tell you when they’re struggling. However, if you are a manager, here are some key indicators to watch out for:

• A noticeable drop in performance or motivation
• Increased absences or frequent sick days
• Cynicism or disengagement from their work
• Emotional exhaustion. E.g. appearing overwhelmed, frustrated, or distant

If you’re seeing any of these signs in your team, it’s time to take action.

Is There Anything Managers Can Do to Prevent Burnout?

Yes, there is! To start with, you should encourage open conversations with your employees. If your employees don’t feel they can speak up, they’ll suffer in silence. Start by normalising conversations around workload and stress so they know support is available if they need it.

When distributing the tasks, make sure to prioritise tasks and distribute the work fairly. Overloading your best employees may get things done in the short term, but it’s not sustainable.

Burnout often comes from a feeling of helplessness. Flexibility in the form of remote work, flexible hours, or autonomy in decision-making can make a huge difference. Feeling undervalued is a fast track to burnout. If you don't have the habit of recognising and rewarding your employees' efforts, this is your chance to start. A simple “thank you” or public recognition can go a long way.

What Companies Can Do to Reduce Burnout

Companies can also act to prevent employee and management burnout. You can start by answering the following questions:

• Is burnout happening in specific teams?
• Are certain employees always taking on the lion’s share?
• Are employees expected to answer emails late at night?
• Are long hours glorified?

Reviewing workloads and task distributions regularly can help spot patterns before they turn into retention issues. Organisations can also prevent burnout by promoting a healthy work-life balance and investing in well-being initiatives, such as offering free gym memberships or wellness days.

Start Taking Action Today

One thing that you should know about managing burnout is that fixing problems when they arise won't work. You can only avoid employee burnout by creating a culture where employees feel supported, valued, and engaged.

Now is the time to take action.

Have you noticed burnout creeping into your team? Our team has helped companies like yours retain their top talent and improve their employer brand to attract skilled professionals. Contact us for an informal chat or to start working. ??

?? Thanks for reading. See you in the next edition!