Whether you realize it or not, you probably already know what burnout is because most, if not all of us, have experienced this phenomenon plenty of times before. Maybe you’ve had family in town and have been in charge of keeping them housed, fed, and entertained, and you are just about tapped out. Or, you’ve got so much on your plate at work that you notice you’re starting to forget major tasks and details that you normally are totally honed in on. It could be a combination of many things, regardless, burnout is a physical, mental, and emotional state of exhaustion that can be brought on by prolonged periods of stress or overwork. 

Some common signs of burnout include feeling overwhelmed, emotionally drained, and fatigued. When we are no longer able to meet the constant demands of our personal or work lives, performance is reduced, we become detached, and it is overall damaging to both our mental and physical wellbeing.

Burnout in the workplace can also be attributed to unclear expectations and inadequate support. What can we do as leaders and organizations as a whole to help prevent workplace burnout and keep our team members feeling both productive and healthy?

The foundation of a thriving team begins with acknowledging the human element within the professional realm. Creating and maintaining systems and infrastructure that recognize our shared humanity is crucial. Wouldn’t you want to work somewhere that provides you with reasonable flexibility, support, and understanding? Overall, it is about encouraging a company culture that is backed by these values. Your people should know that they are safe to be human.

Individuals should feel supported by the organization. Encouraging an open dialogue and providing avenues for individuals to reach out when they need help establishes the culture of genuine care. Whether through mentorship programs, employee assistance initiatives, or regular check-ins, creating a supportive foundation fosters trust and resilience.

Trust is the glue that binds a team together. As discussed, we want to trust our people, but we also want our people to trust us- that they can rely on us for support. Prioritizing well-being creates a space where individuals can navigate challenges, share vulnerabilities, and contribute authentically to the team. This human-centric approach not only enhances engagement but also facilitates efficient re-engagement after periods of stress or burnout in the workplace. This framework also brings less turnover. When employees feel supported, they want to continue to work towards company goals, because they are rooted in the idea that they are valued and have the room to take care of themselves.

We know that burnout in the workplace (and in life) exists, we know that people experience complex emotions, so we also need to allow space for these things to be built into our structure. If we are prepared and aware of burnout, we can much more easily help to prevent it or redirect it. 

A progressive team culture hinges on active participation without the fear of punitive consequences. Encouraging team members to engage in the well-being process without apprehension is vital. This involves promoting the idea that individuals can feel safe to voice their needs, concerns, or struggles without the fear of negative repercussions.

A company that values understanding and empathy not only prevents burnout but also nurtures a resilient and powerful team. If a team member is given resources, support, and respect, they are so much less likely to experience burnout in the workplace rooted in the stress of constantly being in overdrive for the organization. 

By being proactive and mindful about the human experience and burnout in the workplace, we can effectively take measures to prevent and manage this type of emotional and physical exhaustion. It is our responsibility as organizations to create the structure for efficiency and growth; prioritizing our people and their well being is a key to our shared success.