Are Your Employees Burned Out?

I really love my boss. I know it's probably not professional to say that, but I do. And I don't love her because she pays me well (although she does), but because she challenges me, listens to my opinion, and appreciates my work. She gives me projects that are stimulating and that challenge my skills. She regularly gives me feedback on my work, and even when it's a criticism, it's constructive. She shares information about how the company is performing, and when she implements a change, she explains the reasons behind it. She has an open-door policy that isn't just a policy. And she regularly takes everyone out to talk, laugh, and have fun. For these reasons, my coworkers and I work 10-hour days, five days a week, and most of us eat lunch at our desks. But would we be willing to work like this in a different environment? And, if I had to work these hours, would I be able to sustain my motivation and drive in an environment, where I didn't feel challenged or appreciated and only received information on a need-to-know basis? Or would I eventually succumb to burnout?

What is Burnout?

An employee who is stressed is not necessarily suffering from burnout. Indeed, it is likely that your most productive and motivated employees are under some stress. Burnout, on the other hand, arises when personal and/or professional stresses are unrelenting. An employee suffering from burnout will likely appear listless and unmotivated when previously he/she was energetic and enthusiastic; he/she may become ill frequently or complain regularly of being tired and run-down; and he/she may be physically and/or mentally absent from work. And, even more serious, the overwhelming feelings of despair and failure a burnout sufferer feels may lead to drug or alcohol abuse, a mental or physical breakdown, or even premature death.

Who is Likely to Develop Burnout and What are the Causes?

Everyone is susceptible to burnout, but, in general, those most susceptible make the best employees. These individuals don't hesitate to take on additional responsibilities, have high standards and perfectionist tendencies, consistently give more than 100%, and are intensely driven. Not surprisingly, burnout is common among helping professionals who work in professions that involve life or death decisions (nurses, doctors, and counselors).

Although burnout can arise from personal stresses, it is usually the result of stresses related to work, such as:

• Having tasks that are "impossible" (e.g., not having the proper tools to do the job).

• Being under intense or sustained pressure (e.g., having an important project with no clear end or an unrealistic deadline).

• Being underemployed (e.g., not being able to use their skills).

• Feeling helpless (e.g., dealing with patients who don't get better).

• Unwelcome change (e.g., staffing or policy changes).

• Disharmony at work (e.g., labor issues or office politics).

• Lack of reward, either personal or monetary.

• Incongruent demands (e.g., demands of the hospital versus demands of the patient).

What are the Signs of Employee Burnout?

Signs that indicate burnout can vary widely from person to person, but, generally, they fall into three major categories.

1. Cognitive signs

• Reduced motivation, efficiency, and enthusiasm.

• Poor productivity, which may elicit complaints from coworkers.

• Inability to concentrate on a task, e.g., reading.

• Mentally absent while on the job, e.g., they appear to be in a fog.

• Increased absences and/or chronically arriving late and leaving early.

2. Emotional/psychological signs

• Extreme mood swings.

• Intolerant of others, e.g., irritability, overreactions, and increased conflicts.

• Depressed, e.g., sad, loss of a sense of humor, emotionally disengaged, pessimistic, and crying for no apparent reason.

• Poor interaction, e.g., aloof or indifferent in encounters with supervisors, coworkers, and patients.

• A normally genial person being loud and angry or a normally gregarious person being quiet and introverted.

3. Physical signs

• Complaining of illness or appearing chronically run-down.

• Dramatic weight loss or weight gain.

• Changes in appearance, e.g., someone who normally cares about looking put together now appearing sloppy and unkempt.

• Increased drinking or taking drugs, e.g., being drunk or high on the job.

Why Should an Employer Care?

Apart from the human aspect of caring for your employees' welfare, there are financial costs associated with burnout.

• Lost time and lost productivity due to a lower level of staff functioning.

• Medical benefits, e.g., increased use of sick days.

• Cost of hiring temporary replacements, e.g., for employees' sick days.

• Cost of recruiting and training new staff, e.g., if an employee resigns.

• Workplace violence.

• Future recruitment consequences. If the burnout is because of the work situation, the employer risks losing their reputation as an employer of choice.

If my Employee is Suffering From Burnout, What can be Done?

If you suspect an employee is suffering from burnout, you must acknowledge it. Try to determine the cause – stresses in his/her personal life, professional life, or both – and plan a course of action. If your employee's feelings of burnout originate in the workplace, stressors can arise from three main areas:

1. The organization of the company/facility as a whole

• Is there a large staff turnover, which makes employees feel uneasy about losing their job or which puts stresses on them due to additional training duties and/or changes? It is important to reassure and support long-term employees.

• Does the administration withhold information about change in the workplace? Suppressed information – e.g., staffing, policy, or practice changes – always have a way of getting out. Withholding this information can lead to speculation and gossip, which can in turn fuel fear and worry. Share information on an on-going basis (even if you're not able to give specifics), and acknowledge that changes are coming, thereby, giving your staff time to adjust.

2. The demands of the employee's job

• Are the requirements of the job unreasonable? If the volume of work is too high (because you are short staffed or the employee does not possess the required skills), the employee will flounder. Alternatively, the employee may have outgrown the job and is bored (because his/her skill level is above the requirements or they have been in the position for too long). Hiring additional staff or offering an employee a different position may help.

3. Individual management style

• Are you unrealistic in your expectations of the employee? Ensure employees have the proper tools and skills to do the work you're asking of them. And give realistic deadlines to allow for a work/life balance.

• Do you fuel motivation through rewards? Rewards don't necessarily have to be monetary. Simply recognizing good work and/or improved performance can galvanize an employee. And the more immediate the reward, the greater its impact.

• Is your door always open? Be available to your employees to discuss both work and personal stresses. This will not only alert you to an employee's concerns, but it will also enable you to help him/her work through a problem before it becomes overwhelming. If needed, offer counseling services in-house or resources to counseling off-site.

• Do you encourage the formation of alliances in the workplace? Work alliances are important because coworkers understand and can talk about each other's frustrations. Socializing away from work – which can be as simple as going to dinner after work or as formal as a team-building retreat – will allow your staff to get to know each other better.

Though an employer can't control stress that originates outside of work, you can be aware of your employees' state of mind and their work situation. After all, the best solution to burnout is preventing it from occurring in the first place.

Are Your Employees Burned Out?

What is Burnout?

Who is Likely to Develop Burnout and What are the Causes?

What are the Signs of Employee Burnout?

Why Should an Employer Care?

If my Employee is Suffering From Burnout, What can be Done?

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Anne Stockdale

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