Everyone has experienced burnout—whether in your personal life or at work, the feelings are similar. Agitation, exhaustion, even physical illness are all symptoms of working beyond your capacity. And in today’s world, more people are pushing their limits and suffering the consequences.

According to a recent Gallup survey, 3 in 4 workers say they experience burnout at their jobs at least sometimes, and 29% of workers said they experience it often. And it isn’t isolated only to team members. In fact, Gallup found that managers are the most likely to feel burnt out in their job, which can create a top-down problem in your organization.

So how can you support your teams and avoid burnout? By leading with compassion.

At Building Champions, we believe that Better Humans Make Better Leaders. We want to help you take care of your team by teaching you 7 warning signs to watch for and how to prevent them in the first place.

The Dangers of Burnout

Before moving into the signs of burnout and leadership tips, it’s important to understand just how much burnout can affect your organization. It’s not just employees catching more colds or working from home more often. It’s an overarching issue that can impact productivity, well-being, and retention rates.

Loss of Productivity

Whether it’s from struggles with mental health, work-related stress, or just emotional exhaustion, burnout makes your team members less productive. According to Gallup, when employees feel burnt out:

63% are more likely to take a sick day
They’re half as likely to discuss performance goals with managers
They’re 13% less confident in their performance

An increase in absenteeism or unwillingness to receive feedback can add to the workplace stress of everyone in your department—negatively impacting performance and morale.

Negative Impact on Well-being

Job burnout goes much further than the office. It can impact people’s physical health and personal life too. In fact, the World Health Organization even recognizes workplaces burnout as a medical syndrome.

Burnout can lead to a number of troubling symptoms, including issues like depression, anxiety, and insomnia. Gallup found that employees who are burnt out are 23% more likely to visit the emergency room. And Forbes reports that 83% of millennials say workplace burnout affects their personal relationships.

Low retention

People don’t want to work in organizations that encourage a burnout culture. In the midst of the Great Resignation, many companies are losing employees to this very issue. 50% of millennials say they’ve left their previous jobs because of burnout. And employees who feel burnt out are 2.6x more likely to start looking for a new job.

When normal job stress turns into employee burnout, you have a problem. The best way to fight it is to recognize the symptoms of burnout in your team members and create a work environment that promotes personal well-being.

7 Signs of Employee Burnout

If you know what to look for, spotting a burnt out employee is easy. It’s not just about whether they’re working long hours or putting in overtime. You have to keep an eye on their behavior and attitude in the workplace as well.

These are the top 7 signs you should be watching for:

Exhaustion – You rely on your team members to be at 100% when they come to work. But if an otherwise reliable employee is struggling to show up on time, meet deadlines or take on new tasks, that’s a sign they might be exhausted. When you notice these signs, it’s helpful to check in with your team member so they can help you better understand the situation.
Irritability – As stress levels rise so does irritability. People who are struggling to find balance in their day might start snapping at coworkers or yelling at their team. This can quickly create an uncomfortable work environment for others, so it’s important to address it right away. You or your human resources team can help employees identify their main stressors and find ways to combat them.
No longer open to feedback – Employee engagement dips when someone is facing burnout. They won’t be receptive to feedback or seeking out ways to improve. Not only can this limit your team, it can also limit their personal ability to develop as a leader. In this situation, it can be helpful to turn the tables. Allow your team members to give you feedback and express what’s causing their burnout so you can help resolve the situation.
Decreased quality of performance – Another way to spot disengagement from burnout is to keep an eye on your team’s quality of work. If you notice a sudden downturn in quality, this might be a sign that people are exhausted and need a break to recharge. Again, it’s helpful to sit down with these employees and discuss what’s affecting their job performance so you can find a resolution together.
Openly critical of their role or the company – This is perhaps the most dangerous symptom for company culture. Depending on the cause of burnout, employees might become critical of your organization and voice those negative opinions in the workplace. Those opinions can have a negative impact on coworkers and entire teams, so it’s important to address the behavior right away.
Complaining – Along with being critical, burnt out employees tend to complain more too. You might notice someone who has always had a positive attitude start complaining about their work load, job stress, or clients. This is a sign they might need some time away from work or a break from a few of their projects.
Taking more sick days – You cannot underestimate the physical toll burnout has on your team members. If people are feeling constantly stressed, they’ll start using their sick days for self-care in addition to physical illness. Someone who is suddenly using lots of sick days and not coming into the office as much is likely suffering from burnout.

How to Avoid Burnout

Every job has risk factors of burnout. The difference is in the organization. Companies that promote a healthy work-life balance and put their team’s well-being before productivity are places people enjoy working. At Building Champions, we recommend these four actions to create a company culture that prevents burnout instead of just fighting it.

Create a Caring Culture

As we mentioned at the beginning of this blog, we believe that Better Humans Make Better Leaders. There’s no rule that your managers or supervisors have to care about the bottom line more than they do your team members. In fact, it should be just the opposite!

Your company leaders should encourage employees to take care of themselves first and find the work-life balance that works for them (within reason, of course). When you make all four elements of personal well-being a priority in your company, you demonstrate a commitment to your team members. And everyone is happy working with an organization who is for them.

Develop Coaching Leaders

The coaching leadership style focuses on developing team members through a collaborative approach, not just an annual performance review. Coaching leaders are invested in helping their teams develop new skills, grow in their personal and professional lives and learn how to set healthy boundaries for themselves.

When you have a company of coaching leaders, they’ll have a unique relationship with each person on their team. This means it’ll be easier for them to spot symptoms of burnout and encourage team members to take the time or space they need to regroup, as well as find ways to prevent it from happening again.

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Rethink the Employee Experience

The employee experience encompasses everything from a person’s first interview to their exit survey. But what’s most important is all the time in between. You want to ensure your employees feel valued, challenged and heard throughout their time with your organization.

There are a few ways to accomplish this:

Prioritize positive manager relationships
Ensure clarity of the role both at the time of hire and as people progress in their career
Help team members set realistic expectations and clear goals
Consistently acknowledge and recognize the value they bring to your team.

With these steps, you’ll demonstrate how each employee positively impacts your company. The more valued an employee feels, the more likely they are to stay with your organization.

Encourage Healthy Outlets

Creating opportunities for employees to take care of themselves is another way to show your support for personal well-being. Many companies are starting to offer stipends for personal wellness. Team members can use it to pay for a gym membership, counseling sessions, or anything else that brings them peace of mind.

Another option is to simply encourage more connection among your team. Extend the opportunity for team members to schedule coffee chats with each other in the break room or over Zoom. Schedule time where the whole team can come together to play games or just relax after a long week. Building these strong relationships help people feel supported and go a long way to preventing burnout.

Protect Your People from Burnout

Don’t let burnout tackle your team. Embody a culture of caring, coaching leadership in which the first priority is each team member’s well-being. Teach your team that valuing their personal health above productivity allows them to grow and thrive—ultimately equipping them to be better leaders to others.

Caring for employees and taking measures to ensure they’re happy in their work helps to forge long-term relationships. If people know you care about their health and wellness, they’ll want to be a part of your team. At Building Champions, we teach the skills you need to support your team members and develop your leaders by building a coaching culture in your organization.

7 Warning Signs Your Employees Are Burnt Out (and Tips to Prevent It)