How To Revive Burned-out Employees

Employee burnout is a well-known psychological phenomenon and a severe problem in the workplace. It affects both employees and their bosses.

According to a Gallup poll,

23% of workers report feeling burned out regularly, while 44% report feeling burned out at least four times a week.

Imagine how much productivity would be lost if about 70% of the workforce had this problem.

According to an Indeed employee poll,

baby boomers, 31%; Gen X, 54%, and 53% of Gen Y are suffering from burnout.

The situation is getting worse. Ever since the global lockdown in March 2020, employee burnout has grown by 25 percent, according to a 2021 MetLife Benefit Trends Study. In that time, 26% of American workers sought assistance for stress, burnout, or other mental health issues. “Mind the Workplace,” research from Mental Health America, revealed that 83% of respondents agreed with the statement, “I feel emotionally exhausted from my job.”

So, what are the solutions for overworked employees?


1. Offer mental health services


To avoid any burnouts, it would be best to value your workers’ mental wellness. People whose mental health has been overlooked or deteriorated increasingly appear in the headlines. However, even though companies are unlawful to punish workers based on their mental health or behave outside of defined parameters, people are still hesitant, to be honest. How many workers will honestly answer serious mental health inquiries from their boss, especially if they do a job or performance evaluation?

Talk about mental health


One of the best solutions for overworked employees is to educate the staff on dealing with stress and other mental health difficulties and how to handle personal and work issues. Bring in mental health specialists to instruct your staff on these skills and make themselves available for private consultations with them. Nothing is more detrimental to an employee or the workplace than depression, anxiety, fear, or rage. The state of one’s mind directly impacts one’s ability to work effectively.


2. Provide incentives to mitigate burnout


The other best solution for overworked employees is to offer rewards. Rewards motivate the employees to be more productive to accomplish both short-term and long-term goals. Incentives have their place, but workers would burn out if all benefits and awards were performance-based. While it is reasonable, you should also learn to value personnel and not just their abilities.

If someone is burnt out, ask them to leave early or work from home for a short while to regain their energy. If the employer delegates a burnt-out employee’s work to others or provides excellent food in the break room, it is also good to appreciate that their worth goes a long way and a proper remedy to help employees with burnout.


3. Bandage the wounds


Helping employees not to get burnt out should be a top priority. However, if overworked employees are not comfortable coming out and informing the managers, it is either because of the company’s culture, the management style, or the reaction from other workers or because they are not consciously aware of their emotions. Therefore, the employer’s moral and ethical responsibility is to re-evaluate its culture and then help an employee suffering from burnout.

Confer individually with the employees’ burnout. If you have a fast-paced personality type, listen instead of responding. Make eye contact with the staff, but keep your mouth shut. Never listen to them respond in kind; rather, hear what they have to say and take it all in. Keep your ego under check and try not to take it personally. You are helping employees and not punishing them. Therefore, be prepared to make some modifications to prevent this from occurring again.


4. Consider the bigger picture


You have a company to manage and consumers to serve. It is simple to put profits at the top of the list and, inadvertently, create a toxic workplace for workers. You want to rethink that strategy to deal with employees’ burnout. Also, be mindful when scheduling their shifts. If possible, rotate the shifts as a solution for overworked employees.

To help employees with burnout, let your staff know ahead of time about additional workload. Knowing work would help them not be burnt out. The last-minute changes are frustrating, and tension eats away their productivity. Although the employees take on a workload, they might not perform well if they suffer from burnout due to the constant adjustments and demands.


5. Off-the-job work obligations


You undoubtedly know how to appreciate and respect your workers’ time. To help employees not get burnt out, regard their lives after they clock out. Your employees might have two or three jobs. Maybe they do some freelancing work to help pay the bills. Your workers are generally constantly on the clock for someone, even if not for you.

Be respectful. Keep in mind that juggling many jobs to make ends meet causes a feeling of melancholy, pessimism, and exhaustion. Solicit feedback. Could you find out how you can help your burnt-out employees? Clarify not only what you anticipate but also what you do not expect.


6. Make aspirations available to all


Employees may go forward in their careers if they meet specific requirements. There are, however, certain “dead-end positions.” To avoid potential burnouts, be transparent about progress. Every position has a traditional career path of upward mobility; it is possible to set personal goals to help employees feel like they have a purpose in their work.


You must set goals for your personnel, and they might include:

Monetary goals


It is always good to have extra cash. If nothing else, at the absolute least, give your workers regular increases that are reasonable. At the very least, it offers the possibility of a raise in pay. Micro-roles may be created for workers even though you may not establish bona fide management positions (vertical). These new positions may include shift safety officers, which may provide a raise and additional tasks and incentives. As a manager, you can use micro-positions to help employees feel engaged and avoid burnout.


7. Continue to observe your workplace culture


Employee burnout may be exacerbated by a toxic work environment, leading to emotional and mental health difficulties. To help employees with burnout, consider the areas where you have the most control over the culture. Whenever feasible, ease the strain on time and speed. It is a great way to unwind and change the focus from production to people. Ensure that management communicates with workers clearly and compellingly.

See Also: How To Harness Employee Mental Health Amidst The Omicron Outbreak

While you may believe that culture without defined boundaries is ideal, many workers prefer to work in an environment that knows what is expected. Therefore, employees must understand what is expected of them. With a set of guidelines, employees no longer have to stress about not knowing precisely what is expected of them. When other workers try to infringe on their domain, they help to keep things calm.