Employee Burnout: The Silent Killer of Morale and Motivation

Burnout is a self-explanatory word: a mental or physical burnout due to work pressure and imbalanced work-life balance. And when it is clubbed with ‘Employee,’ you know what it creates—“Employee Breakdown.”

As an HR, you must have encountered this scenario with your employees several times. You must know their reasons for burnout and outrage. And, as an employee, you, too, have experienced it at times when the body does not support the mind and vice versa.

Now, this is something of a concern that companies must look after, knowing the cause of burnout and how to tackle it. Burnout among employees can have far-reaching and negative repercussions on people and organizations. It might result in: 

• Diminished Efficiency and Output: Burned-out employees frequently find it difficult to sustain their regular productivity and quality, leading to a missed deadline and subpar outcomes. 
• Risk of Mental Health Difficulties: Prolonged stress brought on by burnout can cause a number of health concerns, such as anxiety, depression, and heart difficulties. 
• Mental tiredness: It can impair judgment and lower cognitive function, which leads to poor decision-making. Poor decisions and blunders can be more likely when one is not focused. 
• Affects Team Spirit: Burnout among team members can have a cascading impact. It may weaken the morale of the entire group and impede productive collaboration.  Decreased
• Reduced Creativity and Innovation: Overworked and fatigued staff members have less mental energy to dedicate to creative thought. This may result in a decline in originality and innovation.

So, what can be the reason for such an outrageous behavior? Why do employees get burned out? The question itself contains the answer. In simple words, Burnout is the physical and or emotional depletion employees experience because of the long-term, never-ending, work-induced stress.

According to other sources, nearly 78% of employees in India experience job burnout, while a BCG report states that 58% of employees in India are experiencing burnout.

But, then this is not only the cause of stress; there are more complex causes that lead to burnout and its expensive consequences like:

• Unmanageable Workload: Almost everyone likes to be engaged and working. But, an unmanaged workload is depressing and eventually leads to bad mental health. And doing similar kinds of tasks regularly leads to monotony and stress.
• Toxic Workplace: Who doesn’t want to be happy and smiling? But in an intoxicated workplace where continuous micro-managing and taunting leads to a toxic work environment. Working in a space where someone is continuously making you feel inferior and incomputable can lead to a depressed mental state.
• Lack of Autonomy: Skill set is one important way companies hire and pay. If you are always getting poked or questioned about your skills or the organization does not trust you for what they hired you for, it is a major reason for burnout.
• Career/work stagnation: A feeling of being stuck is another reason for burnout. If the employee feels they are not getting a salary hike or not getting enough appreciation for their work, the feeling of not performing encircles them.
• No proper job role: How does it feel when you don’t have a clear set role and are multitasking? Sounding frustrating, it is! When roles and goals are defined, the picture seems clear, and working becomes effortless. But, if the employee is asked to do things beyond their journey at times, it creates the feeling of frustration of why I’m doing it.  Merely 60% of workers strongly concur that they comprehend their job expectations effectively. (Refer to Gallup)
• Lack of Leadership Support: Managers team leaders, are there to help and let you grow. But, this support isn’t on time, and employees feel left out and unsupportive.
• Lack of rewards/recognition: It feels depressing when you work hard, and no one pats your back. Team heads and companies must appreciate their employees’ work, which keeps them motivated and encouraged to do their best. When the hard work subsides and all the flaws are highlighted, the employee feels burnt out, leading to deteriorating productivity.  Deloitte research indicates that 77% of employees have burned out at their current jobs, with a lack of acknowledgment from management being the main contributing factor.
• Digital Fatigue: Burnout is becoming more common in remote work contexts due to virtual overload. It might be challenging for workers to leave the office on time. It might also be difficult for managers to gauge employee productivity, which can cause a phobia of productivity.
• Imbalanced work-life: Someone who does not take breaks from their task becomes worn out, tired, and discouraged, which leads to copying out. Thus, taking out my time, family time, and time to relax and enjoy is very important. That helps rejuvenate employees to become fresh and agile.

According to a McKinsey Health Survey of 15,000 workers from 15 countries, 25% reported burnout symptoms.

McKinsey

This burnout situation can hamper a company’s overall productivity and output. Looking at the broader prospects, this needs to be brought down. HR can quickly determine what happens if an employee is dealing with burnout. Check out the signs and symptoms of burnout:

• Chronic Fatigue and Exhaustion: Burnout frequently leaves workers feeling mentally and physically exhausted all the time. Resting or taking a break does not make this tiredness go away. 
• Enhanced Irritability and Impatience: Burned-out employees may exhibit irritability or a short temper more readily. They could react excessively to small matters or requests from coworkers. 
• Depression Symptoms: Workers who are burnt out may have depression symptoms, including persistent melancholy, hopelessness, and disinterest in activities.  Inability to Focus: Workers may become distracted and find it difficult to remember information, which will lower the quality of their work. 
• Negative Attitude: Workers may start to see things negatively. They may begin to doubt the company’s purpose or the job’s worth. 
• Withdrawal from Social Interactions: Exhausted workers may withdraw from society, skipping team gatherings, social engagements, team projects, or cross-team projects.

87% of professionals say they are enthusiastic about their work, while 64% report feeling stressed out at work frequently.

Deloitte Workplace Burnout poll

Paradoxically, if you don’t provide employees with adequate renewal opportunities, the HR processes that encourage employee involvement may unintentionally lead to burnout.

How can HR directors prevent employee burnout?

HR directors can avert burnout by putting specific procedures into place beforehand:

• Communication training is crucial for managers and staff to effectively communicate, listen, and express wants and objectives, identify individual skills, limitations, and strengths, and prevent burnout.
• Uncertainty can cause stress and anxiety among workers, so clear expectations for deadlines, objectives, and meetings can help them manage their time effectively and succeed.
• HR directors can foster a positive workplace culture by incorporating breaks into weekly schedules, encouraging self-care activities like yoga, meditation, and jam sessions, and incorporating walking meetings or breaks to prevent stress.
• Employers can show appreciation by acknowledging staff accomplishments and allowing workers to take a break to celebrate team victories and personal achievements.
• Offering fair and competitive compensation is crucial for maintaining employee motivation, engagement, and retention, as it discourages hard work and discourages hard work.

Employees who are burnt out are 2.6 times more likely to look for a new job actively and 63% more likely to take a sick day.

Gallup poll

Organizations in all sectors of the economy must take immediate action to address the serious problem of employee burnout. It affects not just the individual’s well-being but also significantly affects productivity and team dynamics.

Consequently, a more resilient and engaged workforce can be achieved by comprehending the underlying causes of burnout and putting proactive tactics to prevent it into practice.

Employers must assist staff members in transforming from a fearful state to a group resilience. Workers need to learn how to recognize the signs of burnout, ask for assistance, and use the resources available to address burnout to get back to a more productive condition. Implementing long-term, sustainable ways to address employee burnout can significantly benefit your company. Companies must also introduce easy-to-use tools and software like HR Management Software to facilitate access to attendance, leave, payroll, and personal details while helping HRs in effective Employee Performance Management.