Team Burnout Curtailing Success: Identifying and Mitigating Excessive Team Stress Before It Threatens Productivity
In the fast-paced world of modern business, it's easy to equate high performance with success. However, a Gallup report reveals that 76% of employees experience burnout on the job at least sometimes, which correlates with decreased performance and increased turnover [1][2][5]. This article explores the subtle signs of employee burnout and proactive measures leaders can take to prevent it.
Burnout doesn't always manifest in evident signs like missed deadlines or emotional exhaustion. High performers, in particular, can exhibit quieter signs such as decreased participation, subtle shifts in emotional tone or feedback, quiet disengagement, short tempers, missed shifts, blurred professional boundaries, perceptions of favoritism or exclusion, communication breakdowns, and declining motivation or cynicism [1][2]. These symptoms often precede more obvious signs like reduced productivity or explicit complaints and can be easily overlooked.
Leaders can proactively address quiet overload and prevent burnout by acting as “first responders” to subtle signs such as lowered energy or disengagement, creating safe spaces for honest conversations before burnout escalates [5]. Using data-driven tools like Emtrain Intelligence can help capture timely, contextual employee feedback, revealing emerging issues early [1].
Setting clear boundaries by modeling and enforcing policies that discourage after-hours work requests and encourage healthy work-life balance is crucial [1][5]. Reevaluating leave policies to make time off flexible, accessible, and culturally supportive, while actively encouraging employees to use their paid time off to recharge without penalty or stigma, is also essential [5].
Addressing systemic issues in workload and workplace culture rather than blaming individuals is key. Burnout stems from chronic workplace stress and organizational failures, not personal weakness [3]. Providing targeted coaching and training to managers to spot early signs and respond with empathy and practical support, rather than punitive actions, can help prevent burnout [1][5].
Preventing burnout requires attention to nuanced changes in engagement and communication patterns. Fostering an open, trusting culture that prioritizes employee well-being, boundaries, and system-level improvements is the best approach [1][3][5].
In today's environment, preventing burnout is a leadership superpower. Remind your team not just what they're doing, but why it matters to increase engagement. Proactively budgeting for capacity, not just head count, can help prevent chronic capacity stretching. Three ways to prevent burnout in team members include identifying the invisible load, tracking energy rather than just output, and permitting authenticity.
Laurie Shakur, Chief People Officer at SessionAI, emphasizes the importance of spotting subtle signs of burnout, such as a known innovator becoming quiet in meetings or a usually upbeat employee becoming consistently subdued. In a work environment where companies are asked to do more with less, top performers are often relied upon heavily. If the same two or three employees are always volunteering for quick turnarounds, special projects, or "just one more thing," it can be a red flag.
By recognising and addressing the quiet signals of burnout, leaders can foster a culture that prioritises employee well-being and prevent overload, ultimately leading to increased productivity and a more engaged, resilient workforce.
[1] https://www.gallup.com/workplace/266514/employee-burnout-crisis-global-proportions.aspx [2] https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6223887/ [3] https://www.apa.org/topics/work-stress/burnout [5] https://hbr.org/2019/04/how-to-prevent-quiet-burnout-at-work
Laurie Shakur, a prominent executive, stresses the significance of recognizing subtler signs of burnout, such as a renowned innovator becoming less vocal in meetings or a typically cheerful employee exhibiting consistent sadness. A work culture that expects more with less can often burden top performers, as seen when the same individuals are frequently volunteering for quick tasks, special projects, or additional responsibilities.
To prevent burnout, it's crucial for leaders to advocate for workplace wellness and health, which includes addressing mental health concerns. This can be achieved by using data-driven tools to capture timely employee feedback, promoting healthy work-life balance through clear boundaries, and fostering an open and supportive culture that prioritizes employee well-being.
