The World Health Organization defines burnout as an occupational phenomenon “resulting from chronic workplace stress that has not been successfully managed.” Burnout is not the same as everyday stress. It involves feelings of exhaustion, being mentally distanced from the job, and being less effective professionally, and is increasingly common in the workplace. A July 2021 survey by The Hartford reported that more than 60 percent of U.S. employees were experiencing burnout, and the greater their stress and exhaustion, the more likely they were to seek a new job.

Left untreated, burnout can cause depression and anxiety, which can impact not only work relationships but personal lives, too. Suffering the extreme stress of burnout means emotions are harder to regulate, which can lead to angry outbursts, panic attacks, and substance abuse.

Burnout can be triggered by:

• Workload overload: this means high demands and low resources such as a lack of time, employees, or equipment.

• Feeling a lack of control or agency over the job

• Lack of recognition for good work

• Employees not getting along with each other and not receiving adequate support

• Standards not applied fairly or workers not treated equitably

• Not feeling as though the work is valued or has value

Getting away might work in the short term but if the employee returns to the same work environment, the same problems are going to continue to pop up. To help with stress, companies can take such measures as increasing the time and tools for employees to get the job done. Hybrid or remote workforces can benefit from time set aside with the sole purpose of staying connected.

Organizations can hold town hall meetings or conduct surveys to try to assess the level of employee burnout and then look at one or two areas to address. Don't tackle it all at once. A small change can lead to really big results.  It sends an invaluable message to employees that you care about them.