Workplaces are getting more and more demanding and involved, plus many of us now work in 24/7/365 environments where stress and burnout are all too familiar. 

It can be tough enough to manage your stress, let alone the stress of others. So how do you, as a manager and leader help the members of your team handle their feelings of stress, disengagement, or burnout?

This sort of shut-down and burn-out can contribute to exceptional employees jumping ship. When there’s an atmosphere of dissatisfaction, others often will follow suit. It’s in your interest and the interest of the company, and the emotional health of the employee to nip burnout in the bud.

However, first, you must learn the following signs and symptoms of burnout.

Signs of Burnout

Disconnection

When stress becomes unmanageable, one of the first ways it manifests is a disconnect from work and coworkers. Your employee will show a lack of interest in the job and those around them. Friendly chit-chat and banter cease, and there’s not much that can motivate the burned out team member. No doubt, their work will begin to suffer. If your employee doesn’t seem to care about work or doesn’t engage with co-workers, a crucial conversation is in order. Spend some private time discussing how you might remedy this disconnection before you lose a valued team member.

Total Exhaustion

After an unusually busy day, an intense project that demands a lot of time, or a rushed deadline, it’s natural to feel physically and mentally drained. In fact, it would be unusual if you didn’t experience this type of exhaustion. However, if you notice your team member is seemingly “out of it” and drags into the office fatigued morning after morning, this individual may be primed for burnout.

Forgetfulness, being tuned out, and inability to concentrate can be normal behavior from time to time. However, if this type of behavior is noticeably consistent and accompanied by complaints of physical aches and pains, a dull appearance and a less-than-enthusiastic demeanor it is possible burnout is beginning to take a toll.

Frequent Absences

Once burnout begins to set in your team member may start to become a “no-show” through repeated absences at work. Whether they are indeed feeling the malaise of burnout or in need of a mental health day, frequent absences need to be recognized and addressed. Find out why your team member is consistently not present. Do what you can to alleviate the problem.

Lack of Focus

Although this can be seen as a symptom of the exhaustion as mentioned above, a lack of focus can also manifest in a more active way. Does your employee look for ways to procrastinate and put off doing his or her job? Is he or she taking longer lunches, leaving early, or finding ways to be away from the office more than is acceptable? These are all sign of burnout.

Overly Sensitive

There are always going to be those individuals who are more overdramatic than the event warrants, who tend to get others riled up, or who take every criticism personally. As a team leader, you know and understand the quirks and traits of the individuals who make up your team.

Distancing Themselves from the Team

Similar to disconnect, when a formerly engaged employee begins to back away from the rest of the team you need to find out why. The reason could be a rift has occurred, in which case you should take steps to remedy the situation, or it could be the individual is feeling overwhelmed and is naturally disengaging from the team to deal with the stress and impending burnout. It is up to you to find out why.

How You Can Help Prevent Burnout

In nearly every organization, no matter how employee-centric the overall culture, some degree of burnout can occur. As a leader, it falls on you to proactively prevent the burnout from becoming detrimental to your team member or threatening the team itself. Here are some ways in which you can help to avoid burnout before it happens, or find a way to address the issue with your most valued assets-your employees.

Flex-Time

Your team members have lives outside and away from the office. You know this, but quite often a momentary sense of tunnel vision prevents many leaders from recognizing employee’s personal responsibilities and pursuits. Allowing for flexibility in the office, half-days, telecommuting, and work-from-home options are easy ways to not only prevent employee burnout but demonstrate your willingness to see your team members as real people with real lives.

Be Accommodating

Just as flexibility is necessary for combating burnout, so is providing for the needs of your individual team members from time to time. When your employee is exhibiting the symptoms of burnout, it could be beneficial to allow them a break in the action, to go home and have an early dinner with the family, attend their kid’s school function or free time to spend as they wish. Your employee will return renewed, happier, and more productive.

Promote Team-Building

When your team member begins to disconnect and distance themselves from the rest of the team sometimes all, that is needed is a little play-time. Take everyone out for a long lunch, free from devices and distractions, at least for the moment. Unwind after work at a happy hour. Shift the focus from stress to R&R. Once your team reconnects, you may find a renewed resolve among members.

Encourage Individual Projects

Allow your employees to spend time on their own creative projects every now and again. These endeavors will stay in-house and should be something that benefits the company, but your team members will be able to pursue something that is of their doing and will be recognized for their efforts.

Hand Off the Reins

If your team members are given the freedom and responsibility to make choices and decisions for the rest of the team, they will feel a sense of ownership. This can provide the right balance of autonomy that will make for a happier and more productive employee, who has no room for burnout.

STOP Micromanaging

This is the single most important action a leader can take to prevent employee burnout. No one likes to be micromanaged, every move questioned and analyzed. Your staff are not children, nor are they inept. You put this team together for a reason. Let them go forward, yet be there in case they need direction.

It can also cause burnout in leadership. Take care to keep yourself in check.

Tying It All Together

Strong managers and leaders should be well aware of signs of employee burnout, and most importantly, recognize that burnout isn’t something that will pass on its own.

As a manager and leader, it’s your responsibility to pay attention to your team and recognize the signs of being overwhelmed, disconnected, and disengaged. And more importantly to communicate with them that they have your support to help them get back on track.

When you do, you will notice a significant difference. They will be committed to their productive, and happier, and you both can breathe a sigh of relief.

ABOUT THE AUTHOR:

Tim Crowley, Ph.D.

Motivational Keynote Speaker, Leadership, and Resilience Expert

Dr. Tim Crowley is a well-known speaker with a passion for growing agile leaders, teams, and organizations that produce extraordinary results. For more than 25 years his services have touched the lives of leaders in some of the most recognizable companies in the world. Including AT&T, Blue Cross Blue Shield, Ernst & Young, Hallmark, Johnson & Johnson, Lockheed Martin, Marriot, Microsoft, Nestle-Purina, along with numerous organizations, universities, state and federal agencies.

When not speaking, leading workshops, or writing he looks for inspiration through mountain biking, volunteering, and spending time with his family and friends.

Invite Tim to speak at your next event. You can learn more about him and how his services can help you and your team at drtimcrowley.com. Connect with Tim on LinkedIn, Google+, Facebook, and Twitter.