Employee Burnout: Your Action Plan to Take Control of Your Wellness
As we move further into 2024, the workplace landscape is fraught with challenges that are pushing employees to their limits. With 82% of employees at risk for burnout and 70% bracing for potential layoffs at their companies, the mental health crisis in the workplace has never been more pressing.
The Current State of Employee Wellbeing
Recent data from the Society for Human Resource Management (SHRM) and Gallup reveals that burnout has become a pervasive issue in today’s workforce. According to a 2024 Gallup report, 76% of employees experience burnout at least sometimes, with 28% reporting they feel burned out "very often" or "always." Meanwhile, SHRM’s research shows that the ongoing economic uncertainty and fear of job loss are exacerbating stress levels across industries.
Deloitte’s 2023 Workplace Well-being Report found that over 60% of employees feel their employer does not provide adequate support for mental health, despite the rising demands of their roles. This disconnect between employer expectations and employee needs is creating a perfect storm for burnout and chronic stress, leading to decreased productivity, increased absenteeism, and higher turnover rates.
Taking Control of Your Mental Health and Well-being
Given the current climate, it’s crucial for employees to take proactive steps to manage their stress and prevent burnout. Here are actionable strategies to help you navigate this challenging environment:
Set Boundaries
Why: Boundaries are essential for maintaining work-life balance, especially in a remote or hybrid work setting. Over 55% of remote workers report difficulty disconnecting from work, leading to higher stress levels.
How: Establish clear start and end times for your workday. Use tools like "Do Not Disturb" modes and communicate your availability to your team to avoid after-hours work.
Prioritize Mental Health
Why: Mental health is foundational to overall well-being, yet many employees neglect it until they’re in crisis mode. According to the American Psychological Association, 75% of employees believe their mental health would improve with more mental health days.
How: Schedule regular mental health days, even if your company doesn’t offer them. Incorporate mindfulness practices, like meditation or deep breathing exercises, into your daily routine.
Manage Workload Expectations
Why: Unrealistic workload expectations are a leading cause of burnout. A study by McKinsey & Company found that 70% of employees feel overwhelmed by their workload.
How: Have honest conversations with your manager about your workload. Propose realistic deadlines and prioritize tasks that align with your strengths and the company’s goals.
Leverage Support Systems
Why: Social support is a critical buffer against stress. Research shows that employees with strong support networks are 25% more likely to report high job satisfaction.
How: Stay connected with colleagues, friends, and family. Join professional networks or support groups that can provide advice and camaraderie.
Practice Self-care
Why: Consistent self-care can prevent stress from spiraling into burnout. The Mayo Clinic emphasizes that regular physical activity, adequate sleep, and proper nutrition are vital for stress management.
How: Develop a self-care routine that includes daily movement, balanced nutrition, and sufficient rest. Even short breaks during the workday can significantly reduce stress.
Getting into a Better Future Situation
While managing your current stress levels is important, it’s equally crucial to plan for a healthier future. Here are steps to take to ensure you’re not walking into a burnout trap:
Evaluate Your Career Path
Timeline: Quarterly reviews
Action: Regularly assess whether your current role aligns with your long-term career goals. If not, start exploring other opportunities that better match your skills and passions.
Skill Development
Timeline: Ongoing
Action: Invest in learning new skills that can increase your value in the job market and provide a buffer against potential layoffs. Platforms like LinkedIn Learning and Coursera offer a wide range of courses.
Build Financial Resilience
Timeline: Monthly check-ins
Action: Create a financial cushion to give yourself the flexibility to make career changes without immediate financial pressure. Budgeting and saving are key components.
Know Your Red Flags
Timeline: Immediate and ongoing
Action: Identify the early signs of burnout, such as chronic exhaustion, cynicism, and decreased effectiveness. If you notice these symptoms, take immediate steps to reduce your workload, seek support, and possibly consult a mental health professional.
What Companies Must Do Now
Let’s be clear: the onus is not solely on employees to manage burnout. Companies have a critical role to play in protecting their employees' psychological safety, and the time for action is now.
Implement Realistic Workload Expectations
Action: Managers must set achievable goals and ensure that workloads are balanced. Expecting employees to consistently perform beyond their capacity is a recipe for burnout and turnover.
Provide Mental Health Support
Action: Offering access to mental health resources, such as Employee Assistance Programs (EAPs) and mental health days, is non-negotiable. Companies that fail to support their employees' mental health will see increased absenteeism and reduced productivity.
Foster a Culture of Open Communication
Action: Employees need to feel safe discussing their stress levels and workloads without fear of retaliation. Create a culture where mental health is prioritized and conversations about well-being are encouraged.
Ensure Job Security Transparency
Action: With 70% of employees fearing layoffs, companies must be transparent about their financial health and any potential risks to job security. This transparency builds trust and reduces unnecessary stress.
Promote Work-Life Balance
Action: Encourage employees to take time off and disconnect from work. Companies should lead by example, with leadership demonstrating healthy work-life balance practices.
Conclusion
The burnout epidemic in 2024 is real, and it’s taking a toll on employees and businesses alike. By taking proactive steps, employees can protect their mental health and set themselves up for long-term success.
However, companies must step up and take responsibility for creating a work environment that prioritizes psychological safety and well-being. Anything less is simply unacceptable.
Article References
The sources cited in the article:
Gallup. “State of the Global Workplace Report (2024).” Gallup - 2024 Global Workplace Report
Society for Human Resource Management (SHRM). “Here’s How Bad Burnout Has Become at Work.” SHRM - Burnout at Work
Deloitte. “Well-being at Work Survey (2023).” Deloitte - Workplace Well-being Research
McKinsey & Company. “What is Burnout?” McKinsey & Co - What is Burnout?
American Psychological Association. “Work in America Survey (2023).” APA - Work in America Survey
Gallup. “How to Prevent Employee Burnout.” Gallup - How to Prevent Employee Burnout
