Mental health in the workplace has been taken to a new level over the last year. There are new kinds of stress that most typical working employees haven’t had to deal with in the past. Managers are also struggling with new challenges. With all pressures, new and old, it is critical to keep your workplace from suffering a massive burnout. 

Noticing The Signs of Workplace Burnout

Symptoms of burnout can begin before any noticeable signs. As a business owner or manager, you must prevent this workplace fatigue before it spreads. Some things to look for before your employees start showing any symptoms can include knowing if your team members are all of a sudden working more than 40 hours in a week when they were only putting in about 38 before. Are they skipping lunch breaks more often or dressing a little diffeemployee burnoutrently?

The slightest change in an employee’s schedule can backfire into burnout. Aside from the previous list, all-out burnout symptoms look like this:

          • Showing up late often
          • Taking longer than regular breaks
          • Continually not meeting deadlines
          • Turning in shotty work


It is necessary to identify the causes of your employee burnout situation. It is also important to note that people can suffer burnout from personal reasons, but if the cause begins in the workplace, you are the one who needs to handle it.

Causes can come from your team being overworked hourly, setting unattainable goals, or even not setting challenging enough goals. When an employee is unsatisfied in the workplace, burnout can be a possible result. Once this sets in, it can be tough to bring them back, but not impossible. The best way to handle burnout is by preventing it.

Preventing workplace burnout can be a simple task. Still, it requires you as an owner or manager to continually observe and pay attention to your team’s environment’s details. You may simply ask them if they feel overwhelmed or overworked and be genuine with your words so they feel supported with whatever answer they may give you. 

Engaging in a conversation will show them you care and prompt them to express any potential burnout coming on and take the initiative in ensuring that they are not getting too much work at one time. Don’t make unreasonable timelines or pressure them to work overtime. Keep an open line of communication and ask for feedback with your processes.

You may need to reassess tasks and workloads and realign tasks with interests. If workplace burnout goes too far, you could be looking at a potential turnover threat. Burnout begins when a great employee is not enjoying the job anymore, and this is undoubtedly something that should be avoided at all costs.