Addressing Job Burnout

It would be easy to assume that, following the end of the pandemic, employee mental health and stress levels would return to normal levels. However, research conducted over the last several years suggests that just the opposite is true. In a November 24, 2024, article, The Hartford Insights reported that U.S. workers are more likely to report feelings of anxiety or depression compared with nearly five years ago. The National Alliance on Mental Illness (NAMI) 2024 Workplace Mental Health Poll reported that 52% of employees reported feeling burned out because of their jobs, with 37% feeling so overwhelmed that it became difficult to perform them.

Job burnout is a major contributor to employee mental health issues. The Substance Abuse and Mental Health Services Administration (SAMHSA) defines burnout as a “complex issue resulting from chronic workplace stress.” The Mayo Clinic describes risk factors that contribute to job burnout as having a heavy workload and working long hours, struggling with work-life balance, working in a helping profession such as healthcare, and feeling a lack of control over one's work. Job burnout not only impacts the mental health of employees but, over the long-term, can impact an employee's relationships with family and friends, as well as negatively impact health.

As employers, we must remember that we are employing a whole person who requires our support. Strategies to combat burnout include creating an environment where employees can discuss burnout with their leaders; training leaders to recognize the signs of burnout and how to have conversations on the topic; providing flexible schedules when possible to allow for work-life balance; providing an Employee Assistance Program (EAP) for employees and ensuring they are aware of the benefit and how to use it effectively; creating opportunities for relaxing activities and exercise (such as a lunch-hour walking club), and being mindful of the impact of excessive hours of work with little rest have on mind and body.

A 2024 Mercer Global Talent Trends report indicated that more than 80% of employees were at risk of burnout. Creating ongoing strategies to assist employees in preventing burnout will reduce their need for sick time, leaves of absence, and will help stem turnover.

With help, employees will be better able to focus on their jobs, cope with uncertainty, and create a more positive workplace for themselves and their colleagues.