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.

As you search for ways to enhance your organization’s diversity, equity and inclusion (DEI) efforts, consider your holiday party.

Being intentional about the name, date, location, menu, and gifts is a simple way to deliver on company values such as cultural awareness and respect.

Name

Coming up with a name for your office party is about knowing your culture. Depending on your company size and demographics, calling it a Christmas party, Hanukkah festival or Kwanzaa celebration might be acceptable.

However, focusing on the work you do instead of a particular cultural celebration can broaden the scope. Names like “Annual Employee Gala,” “Time To Celebrate” or “Charting the Future” can make the party inclusive for all and acknowledge your employees’ hard work.

DEI efforts are not about reducing or eliminating your celebrations, as noted in a legal article by the human resources association SHRM. They are about appreciating all members of your workforce. Changing the name of your party to celebrate your mission or employees can do just that.

Date

Picking a day in December is a traditional practice for office parties. But it can present scheduling challenges and exclude subsets of your employees.

If you select a date in December, be aware of various religious and cultural celebrations and their accompanying dates, including Bodhi Day, Hanukkah, Christmas and Kwanzaa. In addition, December calendars tend to be packed with family, school, and personal obligations.

It also helps to be mindful of those who don’t celebrate and those whose mental health declines during the holidays. Adding one more event could be an unwanted stressor instead of a fun celebration.

For these reasons, more companies are moving their parties to January. An office party in January can celebrate the work of the past year and look forward to goals for the year ahead. This puts the spotlight on employee effort and includes everyone. It also allows employees to schedule their personal celebrations throughout December without worrying about missing the office party.

Location

Common locations include the office, a nearby bar or restaurant, a hotel ballroom, or another rented space. When selecting your location, make sure it is accessible to your employees. Physical accessibility is essential, but also remember your remote, hybrid, traveling and other off-site employees.

One option to make your party more inclusive is to hold a virtual celebration. This could be a stand-alone event or in addition to your in-person party.

When exploring physical locations, consider your employees’ comfort levels. For example, individuals recovering from substance use issues may not want to attend a party at a bar.

With that in mind, attendance should always be optional. You want everyone to feel welcome, but no one to feel pressured.

Menu

Your food and beverage selections are another way to respect employee differences.

Some employees may not eat certain meats or seafood, some may avoid animal products entirely, and others may have life-threatening food allergies.

To meet the varied needs of your employees, offer food options for vegetarians and vegans. Provide labels or lists of ingredients for those with food allergies. If those options aren’t possible, acknowledge your limitations and encourage employees to eat beforehand or bring their own food.

Alcohol has long been a mainstay at office parties. But remember, you likely have employees who struggle with alcohol or want to avoid it. If you serve alcohol, include mocktails and other nonalcoholic beverages. Give these equal prominence in terms of promotion and placement at your party.

In addition, highlight festivities that don’t involve food or alcohol. Putting the spotlight on games, contests, trivia, music, and other activities can encourage employees to focus on socializing rather than potentially problematic food or drinks.

Gifts

Though well-intentioned, gifts are almost always challenging. Personal and office budgets will likely be tight at the end of the year. Even if you set a dollar limit, the time and effort of finding the right present often create stress. And a gift exchange opens the door to inappropriate gifts among coworkers.

To be more inclusive, move away from physical and monetary gifts. An alternative is to create a compliment board. Assign each employee a colleague’s name and ask them to write down something they appreciate about that individual. Before your party, make sure everyone receives a positive comment. Then place the board at your party and later in your office for employees to enjoy the accolades.

Another idea is to ask employees to write anonymous goals for the year ahead. They can be personal goals or company goals, or both. Display them in a prominent place in your office and let them serve as inspiration.

These gifts promote positivity and enhance employee connections — and they’re free.

Demonstrate your values

An inclusive holiday party shows your appreciation for the different cultures and experiences in your workforce. It creates a psychologically safe space and can lead to positive memories that your employees look forward to year after year.

For more ideas on making your annual party more inclusive, talk with your benefits advisor. They can share best practices for employee gatherings and help you examine your overall DEI efforts.