Occupational or Employee Burnout is a well-known but grossly underserved problem.
While many aspects of our lives contribute to burnout, according to many studies, the most prevalent comes from work.
In the book, The Truth About Burnout: How Organizations Cause Personal Stress and What to Do About It, Dr. Leiter and Dr. Maslach identify six sources of burnout:
Work overload stemming from too much work or not enough resources
Lack of Control arising from micromanagement, lack of influence, accountability without power
Insufficient Reward ranging from lack of acknowledgment to lack of adequate pay
Lack of a Supportive Community leading to Isolation, Conflict and Disrespect
Unfairness resulting from Favoritism and discrimination
Mismatch between employees' core values and values of the organization
For employers, the impact of burnout is costly as it leads to employee turnover and loss of productivity. While burnout cannot be completely prevented, it will behoove employers to pay attention to the warning signs and have measures in place to address workplace burnout.
What Can Employers Do?
Engage in frequent communication by holding regular meetings and check-ins with employees, recognizing employee achievements, clarifying company mission as well as job requirements
Understand what employees are motivated by and motivate each employee according to their needs. Increasing compensation, encouraging vacation days, work flexibility can also be motivating to employees
Give employees growth opportunities by sending them to training workshops as well as assigning tasks accordingly
Our team at Performetric has implemented another way of monitoring employee burnout via our mental fatigue management system. Fatigue leads to stress which, if not managed properly, leads to burnout. With this new feature, employers can predict which employees are close to suffering from burnout. By managing fatigue at the individual level, employers can take crucial steps to mitigate burnout and reap the benefits of a mentally healthy organization.