Burnout has become a trending buzzword among all industries in recent years. Everywhere you look, you can find snappy articles with clickbait titles like, “10 Subtle Signs of Burnout!” or “Dealing with Burnout- Try This Strategy!” or “Are You Burnt Out or Are You Just Depressed?”
However, although it’s become a more mainstream term, burnout is a deeply complex and multifaceted experience. It rarely has a single origin, and it can impact even the most dedicated and loyal employees. Burnout remains a serious risk factor in all professional sectors, and its presentation takes on many different shapes and intensities.
If you’re in a leadership position, you’re responsible for understanding how burnout may emerge among your team. You may very well spot it before your employees do. The good news is that catching it early can help you intervene effectively and improve employee morale before potential damage is caused.
A Brief Overview of Burnout
Burnout is more than just feeling tired or cynical about work. According to the World Health Organization (WHO), burnout is referred to as an occupational phenomenon. It is currently defined in the ICD-11 with the following symptoms 1:
- feelings of energy depletion or exhaustion;
- increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and
- reduced professional efficacy.
Burnout is more ubiquitous than many professionals realize. A recent large survey examining 11,000 employees across 8 countries found that 48% (nearly 1 in 2 individuals) reported currently experiencing burnout symptoms.2
Chances are, there’s a strong chance at least one employee- if not several more- is feeling these effects. And while you aren’t responsible for picking up on all traces of burnout, being aware of its early warning signs can help you better support your employees and your company.
Burnout Warning Signs Employers Should Know
Recognizing burnout in yourself is one challenge—spotting and treating it in your employees is another. As a manager, you absorb the difficult responsibility of supporting your team’s well-being while also striving to optimize performance and maintain the company’s success.
Balancing these often competing priorities can be incredibly challenging, and it requires an acute awareness of both individual and organizational needs. Here are some of the main warning signs to note:
Employee Disengagement
Most people know that disengagement is a key sign of burnout. However, the effects of disengagement tend to happen in a slow spiral. Unfortunately, many employers only note this symptom after it has deeply progressed (i.e. their employee has missed several crucial work deadlines or continues to call out sick).
Keep in mind that the first signs of professional disengagement can be incredibly subtle. For example, someone who used to respond to emails promptly may now take 1-2 days longer to respond. Or an employee who once led the team meetings with gusto might announce they’re sitting back to let others speak.
At first glance, it’s easy to dismiss disengagement and reframe this change as your employee needing to dial in more self-care or strengthen their work-life boundaries. And in some cases, this may be true, especially if the disengagement appears more situational or your employees’ disposition is generally the same.
But it’s important to look at ongoing clusters of disengagement symptoms, including:
- Avoiding or making excuses around responsibility
- General sense of apathy or a lack of enthusiasm
- Reduced participation (especially if this person used to take initiative)
- Obvious changes in communication
- Disconnect from other employees, clients, or supervisors
- Limited enthusiasm or motivation around work
Diminished Productivity
It’s normal for productivity to ebb and flow throughout the workplace. Productivity may also be cyclical based on your specific industry- it’s typical to have busier seasons coupled with slower periods. Honoring this natural balance may be essential for everyone’s well-being.
However, diminished productivity is a common sign of burnout that shouldn’t be overlooked. When someone is burnt out, they tend to lose motivation and “spark” for their work. They no longer care as much about the quality of their deliverables, and they may default to “just getting it done” rather than “getting it done well.’
As an employer, you should especially pay attention to:
Frequently missing deadlines: A one-off may not be a cause for concern, but if an employee constantly misses deadlines, it may be a sign of something more serious going on. Burnout makes it difficult to care about prioritizing certain work tasks, leading to forgetfulness and/or procrastination.
A steady decline in performance: Ideally, you have insight into each employee’s baseline performance. If you notice that someone’s performance is worsening over time, it could be a sign of burnout. They may be physically or emotionally exhausted- or they might not be managing their time effectively. Both symptoms can indicate burnout.
Minimal effort or participation: Some employees experiencing burnout will coast through work, doing the bare minimum to stay under the radar. While this may not necessarily be problematic- especially if work is getting done- if burnout progresses, it often leads to more withdrawal and disengagement, causing more problems within the team.
Sloppy mistakes or carelessness: Employees who care about their work generally go the extra mile because they value their reputation and the company’s success. Sudden mistakes, carelessness, or an unwillingness to make improvements could indicate burnout. If an employee no longer aligns with what the company stands for, they may dismiss the need for doing their best.
Apathy and Cynicism
Dark humor and venting are normal parts of any workday, and it’s healthy for employees to be honest about their professional struggles. However, employers need to understand particular nuances to consider whether these behaviors represent “blowing off steam” or a deeper sign of workplace burnout.
When employees exhibit consistent apathy or cynicism toward work, it could indicate losing trust in the company or feeling detached from their responsibilities. It’s important to look out for the following red flags:
Global statements that use the phrases all, nothing, always, or never: Nothing I do seems to matter. We always have so much on our plate. Our work is never acknowledged. There’s always another meeting to deal with- if you overhear these kinds of phrases, don’t instantly dismiss them as natural frustrations. These phrases may indicate a more generalized dissatisfaction with the work or overall company.
Frequent sarcasm: Sarcasm can be healthy, but it can also be a defense mechanism that masks deeper feelings of resentment or anger. Sarcastic remarks- especially when made with management in earshot- could signal that an employee has lost motivation or regard for the company.
Constant complaints: In a healthy work environment, employees will share their concerns, and management will ideally strive to attend to them. But if people are consistently voicing dissatisfaction, it may indicate a deeper issue. Persistent negativity may indicate breakdowns in communication, inadequate resources, or other structural problems within the organization. Ignoring or dismissing these concerns can affect morale, causing employees to disengage further.
Social Withdrawal or Problems in Workplace Relationships
Social withdrawal in the workplace is among one of the more subtle but important signs of burnout. While some employees may display overt signs like irritability or missing work, others may disengage more quietly, detaching from the more collaborative aspects of work. At first, it may seem like they just want to work alone, but over time, it speaks to a more pronounced separation from the team dynamic.
Isolation may worsen if left unaddressed. Social withdrawal can trickle into numerous problems, including a disconnect from superiors and peers and a diminished sense of connection to workplace culture. This impacts team cohesion in both large and small ways.
It’s important to pay attention to some of these specific warning signs:
Declined participation in group settings: This can look like contributing less, avoiding sharing ideas, or missing meetings altogether. This could indicate burnout or problems within interpersonal dynamics (which can cause burnout).
Insisting to work remotely: Flex-work options may certainly be feasible, but it’s important to understand why your employee wants to work-from-home. If they previously enjoyed coming into the office, for example, it may indicate workplace dissatisfaction or burnout.
Shifting away from teamwork altogether: In some cases, employees who feel burnt out will concentrate their efforts on completing their work even if it means disengaging from colleagues or avoiding team-based camaraderie. This isn’t necessarily bad- especially when facing tight deadlines or having a busy schedule- but it could be a warning sign if the employee previously valued social connection.
Changes in how they respond to you: If communication between you and an employee feels “off,” it could indicate a sense of withdrawal. They may be less focused on impressing you or maintaining your respect. If they no longer seem to care about your feedback, this could also indicate they no longer really associate themselves with you or the company.
Changes in Work Habits (Planning to Leave)
If an employee is experiencing burnout, they may start investigating new job opportunities to plan their exit strategy. Some employees are discreet, but you should be aware of some of the possible subtle patterns indicating a desire to leave.
These may include:
Unexplained absences or longer lunch breaks: This could indicate going on interviews or networking with other professionals. This may be especially likely if your employee is suddenly dressing more professionally at work.
Changes in social media activity: Updating LinkedIn, changing profile pictures, or sharing more creative content online could suggest a potential career pivot or desire to connect with various recruiters.
Vagueness around future goals: If an employee no longer seems to care much about promotions, career growth, leadership potential, or performance reviews, this could indicate they’re experiencing burnout and planning to leave the company soon.
Taking more time off: Some people seek to use all their PTO or sick days before leaving the company. This is well within their employee rights, but it may mean they’re preparing to quit.
Requests for recommendations or documentation: Sometimes employees will directly ask HR for copies of their employment history, performance reviews, or resumes. They may also seek out letters of recommendation from you to keep on hand.
It’s important to remember that none of these behaviors inherently mean that an employee is looking for work or planning to leave. But multiple signs occurring at the same time may indicate a sense of disengagement and an intention for change.
Final Thoughts
Recognizing burnout is half the problem. Employers need to identify the signs early and also take proactive measures to address underlying causes. Cultivating a supportive work environment and prioritizing work-life balance is key for reducing the risk of burnout.
It’s important to focus on both prevention and treatment. Doing so can foster a healthier and more productive workplace. With that, addressing burnout isn’t just about preserving employee well-being- it’s also about investing in the overall success of your company.
