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The American Psychological Association’s 2021 Work and Wellbeing Survey concluded that nearly three-in-five employees experienced burnout. The good news is, employee burnout is preventable, especially if employers are aware of its causes and the signs to watch out for.
This is part two of a four-part series where we will dive into the basics of what you, as an employer, need to know about employee burnout, including an introduction to employee burnout, employee burnout signs, strategies for prevention and how it affects remote workers. If you suspect one of your employees is suffering from burnout, download or print this list of 11 questions to ask >>
Now, let's take a look at the causes and signs of employee burnout.
1. What Leads to Employee Burnout?
2. Which Employees Are at High Risk for Burnout?
3. How to Identify Early Stages of Employee Burnout
4. Employee Relations Expert: Axcet HR Solutions
You might recall from our last post, Employee Burnout 101, that employee burnout is a syndrome that results from chronic, unsuccessfully managed workplace stress. Some characteristics are exhaustion, cynicism surrounding one’s job and reduced efficiency at work. While the causes of employee burnout are nuanced, they can come from a variety of root issues.
The Mayo Clinic recently identified some of the most critical factors that can lead to a feeling of burnout:
The good news is that burnout isn’t inevitable; the bad news is that it is at times ubiquitous. That’s why, when managers and human resources professionals consider the question of which employee groups are at the highest risk for burnout, there are several ways to arrive at an “answer.”
Unfortunately, there is no one way to be sure that we know exactly who to keep a sharp eye on. Specific industries and roles tend to be high-stress, involve long hours, and demand a heavy shift toward work on the work-life balance spectrum. At the same time, some research suggests that certain personality traits predispose individuals in any industry toward burnout.
Overall, post-pandemic research leaves us with some key items to keep in mind:
According to the 2021 Work and Wellbeing survey conducted by the American Psychological Association (APA), three in five employees are experiencing negative effects of stress at work, such as depleted motivation and energy and emotional and physical exhaustion. The study found that teachers, healthcare workers and those in other caretaking professions were among those who suffered the most from burnout.
The study warns that managers should also be aware of the unique stressors faced by those in public-facing roles, who must handle mounting issues with increasingly irritable clients and customers.
Ultimately, burnout is a solvable problem that can be managed through a variety of workplace awareness and intervention techniques. Might some employees, however, be at risk just because of their personalities?
Some research suggests this may be the case. A study of female nurses conducted in 2019, while perhaps limited in its application to other industries, might give managers insight as to what to look out for in their own employees.
The study found that neuroticism (sometimes characterized by perfectionism, anxiety, and self-consciousness) had a strong positive correlation with burnout. Extraversion and agreeableness, however, held a negative correlation. If a takeaway is available, it may be that managers should check in frequently on their workaholic, introverted employees.
When it comes to employee burnout, knowing the outward signs of a mounting issue is key to keeping your employees happy and around for the long haul. Here are some common signs of a budding burnout problem:
Still unsure if one of your employees is suffering from burnout? Check out this expert guide with 11 questions to ask your employees to determine if they are suffering from burnout >>
Interested in shifting your workplace culture to address and prevent employee burnout, but unsure of where to start? Axcet HR Solutions is here to help. Our employee relations experts will work with your organization to help you identify pitfalls, pain points, and strategies for future success. Schedule a time to speak with our experienced team today >>
Written by
Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years.
As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow.
With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges.
Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, payroll administration, and employee risk management.
Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce.
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