From entry level to the executive suite, almost every employee is vulnerable to burnout. Identifying the signs early can help employers to address the problem right away, either by taking steps to relieve excess stress, or if it can’t be remedied, letting the employee go.

Performance Issues

Work quality can quickly go downhill when an employee begins to feel burned out. When you first notice that they are not meeting expectations or reaching goals, pull the employee aside to discuss the issue. Hear them out and offer what help you can. Be sure they are taking their vacation time, remind them of any counseling or other services your company offers and monitor them closely for improvement or further decline.

Lack of Participation

Employees who are burned out often “check out.” They stop speaking to colleagues as often, going to lunch, or participating in group activities. Not every employee spends a lot of time with their co-workers, so don’t be alarmed by naturally introverted employees, but watch for the reduction from former interaction levels that can indicate burnout.

Lack of Long-Range Goals

Employees who are burned out won’t have interest in long-term projects or company goals. If they can’t imagine remaining with the company for the long haul, they won’t make plans, suggestions or engage because they have grown apathetic.

Excessive Absence

Absenteeism can occur because the employee just doesn’t want to be there. They may come in late, leave early and call in sick a lot. It’s also possible that burnout will make the employee genuinely ill. Burnout is a form of stress and can impact the immune system, leaving people susceptible to illness. Absenteeism can also indicate that they are interviewing for other positions.

Negative Attitude

If a formerly motivated and friendly employee displays a dramatic behavior or attitude change, burnout may be the culprit. Don’t hesitate to step in at this point, because negativity and cynicism are poison that can quickly spread throughout the workplace. Be available to speak to the employee, but if he is unwilling to make needed changes, you may need to let him go before it hurts your business.

How can you address or prevent burnout?

Communicate with your people so they understand your expectations and know they can come to you with problems or issues. Offer flexibility so it’s easier for employees to manage their work and home life, thus reducing stress. Make each employee feel like part of the team by scheduling regular team-building activities, sharing company goals and encouraging employees to share ideas.

Contact SMR Group Ltd to learn more about strategies to avoid employee burnout or find qualified talent. Contact us today to learn more about our sales and marketing recruiting solutions for the pharmaceutical, medical, and biotech industries. We look forward to hearing from you!