In 2019, job-related burnout was officially recognized as a mental health concern by the World Health Organization (WHO).

Although it is not classified as a medical condition, burnout is defined in the 11th Revision of the International Classification of Diseases (ICD-11) as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed. It is characterized by three primary dimensions: Feelings of energy depletion or exhaustion, increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job and reduced professional efficacy

Employers have invested unprecedented resources in employee mental health and well-being, especially since the onset of COVID-19. Yet, burnout is at an all-time high. What is the reason?

Many companies offer various wellness benefits such as yoga, meditation, app subscriptions, personal well-being days, and self-help training opportunities. However, as commendable as these benefits may be, they focus on individual well-being, while the root causes of employee burnout often lie in unresolved workplace issues. Problems like frequent on-call work, feelings of unfair treatment, unreasonable workloads, micromanagement, and lack of socialization are not addressed through wellness initiatives.

Without a systemic approach to tackle adverse workplace factors, organizations may witness a rise in toxic behavior, leading to increased turnover, absenteeism, decreased engagement, and low productivity.

Addressing the Disconnect

A company’s workforce is its most valuable resource, and prioritizing employee health and well-being is essential for fostering motivation, engagement, and productivity. However, neglecting these priorities can lead to staff burnout.

Common symptoms of employee burnout include cynical and critical behavior, employees dragging themselves to work, lack of motivation upon arrival, irritability and impatience, decreased energy and productivity, lack of satisfaction from work achievements, disillusionment with one’s job, increased reliance on food, drugs, or alcohol for comfort, changes in sleep habits, unexplained physical complaints, frequent tardiness or absences and decreased quality of work.

What Causes Employee Burnout?

Employee burnout occurs when individuals are physically, emotionally, and mentally exhausted. Various workplace stressors can contribute to burnout, including ineffective leadership, inadequate communication from supervisors, lack of control over work schedules, workload, and assignments, insufficient resources to complete tasks effectively, unreasonable, unclear, or impossible expectations, dysfunctional workplace dynamics, including bullying or micromanagement, misalignment of values between employers and employees, poor job fit, isolation and lack of social support, insufficient support for work-life balance,and inadequate recognition for exceptional performance

Preventing Burnout

To mitigate the risks of burnout, employers can take several proactive steps:

• Identify Strengths and Weaknesses: Ensure employees are in roles suited to their skills and interests, promoting motivation and productivity.
• Reward and Support: Foster a supportive environment, avoiding gossip, cliques, or other destructive behaviors.
• Assign Realistic Tasks: Delegate challenging yet manageable work.
• Engage in Clear Communication: Clearly communicate job expectations and ensure employees understand their roles within the organization.
• Emphasize the Positive: Regularly acknowledge employees’ contributions and express gratitude.
• Support Work-Life Balance: Recognize the importance of employee vacations and personal interests, and show flexibility in managing their professional and personal lives.
• Build Team Morale: Facilitate team meetings and bonding activities to strengthen relationships and foster unity.
• Provide Educational Opportunities: Offer training and development opportunities to enhance employees’ skills, confidence, and creativity.
• Foster Trust, Rapport, and Transparency: Actively listen to employees, encourage feedback, and create an open environment for discussion. Use employee input to make strategic adjustments and demonstrate its value to the organization.

Taking Action Against Burnout

The magnitude of the burnout problem and its negative effects cannot be ignored. Burnout can lead to long-term health issues and adversely impact workplace culture. It is imperative to remain vigilant about this issue and take immediate action when necessary, as your workforce is your company’s most important asset.