The World Health Organization (WHO) classifies burnout as an “occupational phenomenon,” defining it as a syndrome resulting from chronic workplace stress that is not effectively managed.

Burnout is characterized by mental exhaustion, negative feelings about one’s job and reduced performance. It is not considered a medical condition, but it is linked to mental health challenges such as depression or anxiety. Burnout can also affect employee productivity and retention.

Research from Yale University, based on a survey of more than 1,000 U.S. employees, found that one in five employees is both highly engaged and highly burned out. These “engaged‑exhausted” employees are often seen as top performers who are dedicated, professional and deeply invested in their work. But they also report high stress, frustration and willingness to explore new jobs. They feel busy all the time, leave tasks undone and can feed other employees’ negative emotions.

Gallup data shows that burnout continues to affect a majority of employees. According to Gallup, 76% of U.S. employees report experiencing burnout at least sometimes. An online survey of Canadian workers by staffing and consulting firm Accountemps found that 95% said they were “somewhat” burned out.

These findings suggest burnout is not an isolated issue but a persistent workplace challenge that directly affects productivity, engagement and retention. If left unchecked, burnout can force your best employees to leave.

What causes burnout?

There are several reasons your employees may be experiencing burnout.

  • Digital culture: Almost everyone and everything is available 24 hours a day, seven days a week. As a result, employees feel they must be available nights, weekends and on vacations. Work is increasingly interfering with personal lives.
  • Unmanageable workloads: Employees with too much work don’t have any opportunity to rest. They need the support of their colleagues and supervisors to get the job done. Without it, they cannot complete their tasks on time and fail to meet expectations.
  • Lack of shared values: Making a trade-off between work you believe in and everyday tasks that just need to get done is something we all face. But for individuals whose values are consistently challenged in the workplace, it can be demoralizing.

Employees understand they can’t always control their schedule or the work they are assigned. But without autonomy over decisions that affect them, they can quickly lose sight of their goals, feel defeated and ultimately burn out.

How do you identify employee burnout?

To avoid employee burnout, it’s important to know the signs. Each employee is different, but some of the most common symptoms include:

  • Diminished work performance
  • Lack of excitement about job duties
  • Inability to concentrate on work
  • Increased absences

The Mayo Clinic also has a list of questions employees can ask themselves. If the answer is “yes,” the employee may be experiencing burnout.

  1. Have you become cynical or critical at work?
  2. Do you drag yourself to work and have trouble getting started?
  3. Have you become irritable or impatient with coworkers, customers or clients?
  4. Do you lack the energy to be consistently productive?
  5. Do you find it hard to concentrate?
  6. Do you lack satisfaction with your achievements?
  7. Do you feel disillusioned about your job?
  8. Are you using food, drugs, or alcohol to feel better or simply not feel?
  9. Have your sleep habits changed?
  10. Are you troubled by unexplained headaches, stomach or bowel problems, or other physical ailments?

Can you prevent your team from burning out?

Let’s be honest. Keeping your team happy, on track and productive is a moving target. But there are plenty of ways to prevent them from burning out.

  • Support your employees:

According to a Korn Ferry survey of 2,000 professionals, bosses are the top source of stress. In contrast, a Gallup poll found that employees who feel supported by their manager are about 70% less likely to experience burnout. Give your employees access to the resources they need, both emotional and tangible. Offer more than basic employee benefits; consider providing access to errand runners, dry cleaning services, on-site child care options, etc.

  • Set realistic goals:

Too many meetings and not enough time to complete tasks are common complaints among today’s employees. Employees respond to balanced workloads and practical deadlines. Setting collective team goals encourages employees to work together at a reasonable pace.

  • Reward employees fairly:

Hard work deserves to be recognized. You can offer increased compensation, formal recognition or tokens of appreciation. Regardless of the reward, it should be proportionate to the task. For example, if you constantly rely on a particular employee to handle the hard jobs, an increase in salary may be appropriate. If the team met a big deadline, a celebratory lunch and a few days off may be the best option.

  • Promote a positive work-life balance:

Employees may be hesitant to ask for time off to take care of themselves and their families. But they need this time to recover from everyday stressors, both at work and at home. Encouraging your employees to take vacations and allowing flexible scheduling can go a long way toward helping employees balance life in and out of the office. You should also avoid emailing employees after hours, on weekends or during vacations. Encourage lunch breaks, and enable employees to leave the office on time.

Reducing burnout doesn’t require a formal policy. Supporting your employees and following a few simple guidelines can make a difference:

  • Be positive.
  • Show appreciation.
  • Help employees connect to what is important to them.

If you have questions about reducing and eliminating burnout for your team, talk to your broker or benefits advisor. They can help you provide employees with the resources they need to succeed, encourage your leadership team to support employees, and ensure goals are realistic and achievable.