Addressing Burnout in the Workplace

February 9, 2024 Employment Law

Employee burnout can lead to decreased output, reduced morale and higher turnover. None of these are what you want as a company executive or human resources (HR) representative. As a result, addressing burnout in the workplace is key, and it is important to be proactive as possible.

Addressing burnout in the workplace starts with understanding that burnout is a very real thing. While different people are capable of handling different workloads, 77 percent of employees report having experienced burnout on the job.

5 Tips for Addressing Employee Burnout in 2024

If your employees are complaining of feeling burned out, or if your company is experiencing the effects of employee burnout, what can you do? Here are five tips for addressing employee burnout in 2024:

1. Understanding Why Your Employees Are Experiencing Burnout

One of the first steps is to understand why your employees are experiencing burnout. Employees may experience burnout for several reasons, from working too many hours to feeling the constant burden of meeting tight deadlines. To address the problem effectively, you first need to understand why the problem exists.

2. Developing a Data-Based Strategy to Address Burnout

Once you determine the cause of your employees’ burnout, you can shift your focus to developing a data-based strategy to remedy the issue. You should not simply throw ideas at the wall to see what sticks. Instead, you should use your understanding of the problem to choose between the various strategies, tools, and resources that are available.

3. Investing in the Right Tools and Resources

Investing in the right tools and resources is critical. If you invest in the wrong tools and resources, not only will you be wasting your budget, but you also won’t be addressing the root of the problem. Conversely, by using your budget wisely, you can begin targeting the root of the problem as quickly and efficiently as possible.

4. Training Managers and Supervisors

Oftentimes, providing new training to managers and supervisors will be a key step toward remedying the issues that are leading to employee burnout. If your company’s managers and supervisors understand their respective roles in helping to prevent (and respond to) employee burnout, this will help to establish a more satisfied workforce and a more productive workplace going forward.

5. Reframing Expectations Going Forward

Finally, as you move forward, you may need to think about reframing everyone’s expectations. For example, one common cause of employee burnout is time-based tracking. By focusing on output instead, companies can often help to alleviate employees’ stress, improve their job satisfaction by providing them with more independence, and increase their output in the process.

Speak with an HR Consultant at AR Group

Do you need to know more about what you can do to address employee burnout at your company? If so, we invite you to get in touch. To schedule an appointment with an HR consultant at AR Group, please call 720-452-3300 or tell us how we can reach you online today.