In today’s fast-paced business landscape, the wellbeing of your employees is paramount.
While you can provide subsidised gym and health insurance access, offer free massages and healthy food at your business premises, and work to reward employees effectively for their hard work, keeping your personnel thriving comes down to keeping issues at bay, too.
As a business owner or manager, you’ve likely heard the term “occupational burnout” thrown around, but do you truly understand its implications and how to prevent it in your workforce?
Understanding occupational burnout
Occupational burnout is not just ordinary workplace stress.
It’s a state of chronic physical and emotional exhaustion, often accompanied by feelings of cynicism, detachment from work, and a reduced sense of accomplishment.
Consequently, burnout can result from prolonged exposure to excessive job demands and insufficient resources or support.
The stages of burnout
Burnout typically progresses in stages, making it crucial to identify early signs.
Here are the three main stages:
Exhaustion
The initial stage involves feeling overwhelmed, emotionally drained, and physically fatigued due to excessive work demands.
Also, this is often accompanied by sleep disturbances and mood swings.
Cynicism and detachment
In particular, individuals may become increasingly detached from their work, colleagues, and clients at this stage.
As a result, they might develop a cynical attitude and a sense of hopelessness.
Reduced accomplishment
Finally, there is a noticeable decrease in productivity and a diminished sense of personal accomplishment.
Also, employees may question the value of their work and experience low self-esteem.
The risks of ignoring occupational burnout
Decreased productivity and performance
When physically and emotionally drained, employees struggle to maintain their usual work standards.
As a result, this reduction in output directly impacts the bottom line as projects get delayed, and errors become more common.
Increased absenteeism and presenteeism
As burnout takes its toll, employees are more likely to take time off work due to health issues or simply to escape the relentless demands.
Increased absenteeism then also places additional stress on colleagues who must shoulder the workload.
High employee turnover
A workforce plagued by burnout is more likely to experience high turnover rates, which are not only costly in terms of recruitment and training but can also harm team morale and disrupt the flow of projects.
Negative impact on mental health
Prolonged exposure to chronic stress and exhaustion can lead to more severe mental health issues, such as anxiety and depression.
Damaged reputation
If reports of burnout and a lack of concern for employee wellbeing become public or are known within the industry, it can tarnish the organisation’s reputation.
Legal and ethical consequences
Labour laws and regulations in many countries require employers to provide a safe and healthy work environment. As a result, failing to address burnout can result in lawsuits, fines, and damage to the company’s reputation.
Lost innovation and creativity
When employees are burnt out, their ability to think creatively and contribute fresh ideas diminishes. This loss of innovation can be especially damaging in industries that rely on creativity and adaptability to stay competitive.
Increased workplace conflicts
As employees become more stressed and irritable, disagreements may escalate, impacting teamwork and collaboration.
Health care costs
Burnout can lead to various physical and mental health issues, resulting in increased healthcare costs for employees and the company.
Decline in customer satisfaction
Dissatisfied, stressed employees are more likely to convey their frustration to customers, leading to a decline in customer satisfaction and potentially lost business.
Spotting occupational burnout
Recognising the early signs of burnout is crucial for prevention.
Keep an eye out for the following indicators:
Increased absenteeism
Employees experiencing burnout often take more sick days or unplanned absences.
Decreased performance
A decline in work quality, missed deadlines, and a drop in productivity can signal burnout.
Changes in behaviour
Watch for changes in behaviour, such as increased irritability, withdrawal from team activities, or reduced participation in meetings.
Physical symptoms
Burnout can manifest physically with symptoms like headaches, stomach aches, and increased susceptibility to illness.
Emotional signs
Be attuned to signs of emotional distress, such as frequent frustration, sadness, or anxiety.
Insomnia or sleep issues
Burnout can disrupt sleep patterns, leading to insomnia or poor-quality sleep. Employees may arrive at work fatigued and unable to concentrate.
Preventing occupational burnout
Preventing occupational burnout requires a proactive approach and a commitment to creating a healthy work environment.
Here are some practical steps you can take:
Foster open communication
Employees should feel comfortable discussing their workload, concerns, and ideas for improvement.
Set realistic expectations
Ensure workloads are manageable and provide the necessary resources and support for tasks.
Empower employees to say no when they are at capacity.
Encourage work-life balance
Promote work-life balance by offering flexible work arrangements, encouraging employees to take breaks, and respecting personal time.
Provide training and resources
Invest in training and professional development opportunities to enhance employees’ skills and confidence.
Plus, provide access to resources such as counselling services or stress management programs.
Recognise and reward achievements
Regularly acknowledge and celebrate employees’ achievements, both big and small.
Recognition boosts morale and reinforces a sense of accomplishment, reducing the risk of burnout.
Promote a healthy lifestyle
Encourage healthy habits by offering wellness programs, access to fitness facilities, or healthy snacks in the workplace.
Implement time management strategies
Teach employees effective time management techniques to help them prioritise tasks and reduce work-related stress.
Create a supportive environment
Encourage team collaboration and mutual assistance, reducing the sense of isolation that can contribute to burnout.
Monitor workload
You should get into the habit of regularly assessing employee workloads to ensure they remain reasonable and aligned with their skills and capacity.
Lead by example
Lastly, leaders and managers should model healthy work habits and demonstrate a commitment to employee wellbeing.
When leaders prioritise self-care, employees are more likely to follow suit.
Consequently, occupational burnout is a challenge that every business owner and manager should address.
Finally, if you prioritise the wellbeing of your employees, you can create a more productive, engaged, and goal-kicking team now and in the years to come.
Source: MYOB December 2023
Reproduced with the permission of MYOB. This article by Kellie Byrnes was originally published at https://www.myob.com/au/blog/occupational-burnout-in-the-workforce/
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