While there are best practices to consider, there should also be a uniqueness and individual standard for recognizing the signs and symptoms of burnout.Īccording to the World Health Organization, general burnout signs in employees include:
These conversations should be as custom to an employee as conversations about receiving recognition, work-from-home preferences or individual strengths. In other words: Burnout is felt individually but can affect organizations holistically. You can envision the faces of struggling employees, the names that they carry and the other roles (e.g., parent, mentor, friend) that form their identities. That’s when it becomes more than a statistic. That’s a big number - three out of four employees.īut what’s really alarming is when you think about your own team within that context. Gallup has discovered that 76% of employees experience workplace burnout at least sometimes. Statistically speaking, three out of those four team members likely feel burned out on the job at least some of the time.
Picture this: You’ve just left a meeting where you and four of your team members spent time talking about upcoming projects and expectations. Managers should aim to alleviate employee stress and remove roadblocks.Burnout signs and symptoms often go unnoticed and unsolved.3 out of 4 employees feel burned out on the job at least sometimes.
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