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How to Address Burnout in the Workplace: Insights from an HR Specialist

By Merit Ajuwa
(2024 LYP Program Participant & Scholarship Winner)
 

Introduction

Tell me if you can relate to any of the following: you lack the willpower to get creative, you could care less if the building was burning down, all that matters is that at 5pm you’re punching out or you are anxious even to come into work. Sound familiar? While working hard is often seen as a badge of honor, constant exhaustion isn’t sustainable. Recognizing the early signs and taking steps to recover is crucial.


What is Burnout?

According to the Centre for Addiction and Mental Health, burnout is a state of emotional, physical and mental exhaustion caused by excessive and prolonged stress. As an HR professional, I have received several training on how to identify, prevent, and manage burnout in the workplace.


Identifying the signs of Burnout

There are various ways of recognizing burnout and it manifests in several ways like:

  • Making more mistakes than usual

  • Chronic tiredness and exhaustion

  • Increased absenteeism or presenteeism

  • Detachment from work/self isolating

  • Physical symptoms include stomach issues, headaches and sleep disturbances.


It is important to pay attention to these warning signs, HR Professionals and Supervisors would be able to provide you with support. More often than not, organizations have EFAPs (Employee & Family Assistance Programs) set up to assist in such issues.


Common Causes of Workplace Burnout

Understanding the root causes of burnout can help in developing proactive solutions. Some common causes include:

  • Excessive Workload: Overwhelming responsibilities without adequate resources or support

  • Lack of Control: Employees feeling powerless over their work or schedule

  • Inadequate Recognition: Lack of appreciation or reward for efforts

  • Unclear Job Expectations: Ambiguity in roles and responsibilities leading to frustration

  • Poor Work-Life Balance: Long hours and expectations to be available beyond work hours.


HR Strategies to Combat Burnout

HR Professionals and Managers play a crucial role in ensuring and mitigating burnout. Some effective strategies include:

  1. Encourage Open Communication

    Creating a workplace culture where employees feel safe discussing their concerns can prevent burnout from festering. Regular check-ins, surveys, and anonymous feedback tools can help identify issues early.

  2. Promote Work-Life Balance

    Encourage employees to take breaks, use their vacation time, and set boundaries between work and personal life.

  3. Provide Mental Health Support

    Offering access to Employee Assistance Programs (EAPs or EFAPs), counseling services, and stress management workshops can be beneficial in helping employees cope with burnout.

  4. Recognize and Reward Employees

    Acknowledging employees' hard work through promotions, and simple words of appreciation can boost morale and reduce feelings of underappreciation.

  5. Redefine Workloads and Responsibilities

    HR can work with managers to ensure workloads are distributed fairly, preventing employees from feeling overwhelmed. Cross-training and delegating tasks can also help balance the workload.

  6. Foster a Positive Workplace Culture

    Encouraging teamwork, inclusivity, and employee engagement initiatives can make the workplace more supportive and reduce stress levels.


Final Thoughts

Burnout is a serious issue that requires proactive intervention from HR and leadership teams. By recognizing the signs, addressing the root causes, and implementing strategies to support employees, organizations can create a healthier, more sustainable work environment which ultimately increases productivity. We must remain vigilant and continuously adapt strategies to meet employees' evolving needs. If you're experiencing burnout or notice it in your workplace, don’t hesitate to reach out to HR or seek professional support. A healthy workforce is a productive workforce, and prioritizing employee well-being is the key to long-term success.


References

 

ABOUT THE AUTHOR


Merit Ajuwa is a dedicated Human Resources Professional with a Master of Management in Human Resources Management from the Odette School of Business, University of Windsor. She is passionate about fostering inclusive workplaces and driving organizational success.

 
 
 

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