Burnout is becoming more common in the workplace. According to a McKinsey study, over a quarter of employees experience burnout symptoms. Three-quarters of workers agree that the workplace impacts their mental health. Burnout can take different forms, and knowing what to look for is a critical step in reducing or eliminating it.
So, what is burnout exactly? We define it as the feeling of being completely drained and exhausted from work or life in general. It’s not just about feeling tired; it’s like hitting a wall and not being able to bounce back. Burnout can creep up on you slowly, starting with small signs like a lack of motivation or irritability, before hitting full force.
Because burnout can take different forms, it’s important for employers to know what to look for and understand what burnout is—and isn’t. Let’s explore some common misconceptions about job burnout and how organizations can address them.
Table of Contents
1. Misconception 1: Burnout is Just About Long Hours
2. Misconception 2: Burnout Only Affects the Overworked
3. Misconception 3: Burnout Can Be Fixed with Time Off
4. Misconception 4: Burnout is a Personal Failure
5. Misconception 5: Burnout is the Same for Everyone
6. Strategies for Addressing and Preventing Burnout
7. Adopting Proactive Measures to Address Job Burnout
Misconception 1: Burnout is Just About Long Hours
Working long hours can contribute to burnout, but this isn’t the sole cause. Burnout is multifaceted, involving emotional, mental, and physical exhaustion. Even when you’re not burning the midnight oil, burnout can sneak up on you.
Other causes may be a lack of personal fulfillment, no time to enjoy other activities outside of work, and a lack of energy because of work. Employees might feel disconnected and dissatisfied in their professional lives. Working longer hours under heavy workloads can also cause rifts in their personal lives, such as missing family events or not having enough time to socialize.
Some employees thoroughly enjoy working long days and want to do so for different reasons. For example, some might need or want overtime pay, while others are more focused on building their careers instead of a family.
The bottom line: If burnout was caused just by working long hours, it would impact everyone working long hours. This isn’t the case, though, and it’s important to connect long work hours with other burnout symptoms to understand the full picture.
Misconception 2: Burnout Only Affects the Overworked
High performers and those with heavy workloads experience burnout. But so do those who may only work part-time or employees who have lighter workloads.
Burnout can affect anyone, regardless of how much they work. It’s not just about the number of tasks on your to-do list or the hours you spend at the office. Burnout can be triggered by a variety of factors, including a lack of control over your career, insufficient rewards, and poor work culture.
Even if employees love what they do and are passionate about their work, burnout can still find a way to settle in. It’s important to recognize that mental and emotional well-being play a significant role in preventing burnout. Organizations should acknowledge that burnout doesn’t discriminate based on occupation, company status, or workload.
Misconception 3: Burnout Can Be Fixed with Time Off
Taking time away from work can certainly provide much-needed respite. But it’s not a cure-all for burnout.
Temporary breaks are not long-term solutions. They don’t address the root causes of burnout—and those causes can vary by employee. Burnout isn’t about feeling tired; if it were, employees could bounce back after a day of rest, and we know that isn’t the case.
Instead of relying on time off to cure work burnout, companies need to explore systemic changes that target root causes. True healing comes from within, but organizations need to be prepared to offer support, assistance, and flexibility when needed. This might require different solutions for different employees, such as offering mental health counseling, flexible hours to care for family members, remote work options, validation of their feelings, or specific requests from the affected employees.
Misconception 4: Burnout is a Personal Failure
Burnout is not a direct reflection of a person. Society often glorifies the hustle culture, perpetuating the idea that burning out means you’re not working hard enough or not cut out to succeed in your role. But in reality, occupational burnout is a result of systemic issues like unrealistic expectations, a lack of boundaries, and work-related stressors beyond the employee’s control.
It’s not a sign of weakness or poor time management. Instead of blaming the employee for burnout, it’s essential to shift the narrative toward the root causes. It’s a sign that something needs to change in the work environment and the overall approach to work.
By normalizing conversations around burnout and prioritizing self-care, companies can create healthier work cultures where employees feel supported rather than shamed for their struggles.
Misconception 5: Burnout is the Same for Everyone
Some employees thrive under tight deadlines and constant pressure. Others might feel completely lost in a similar scenario. That’s why companies shouldn’t treat burnout as a one-size-fits-all experience.
Signs of burnout at work can vary from person to person. Some employees may begin to become more irritable over minor things. Others might feel more overwhelmed than they used to even without a change in their work.
Other common signs include:
- Calling in sick often
- Struggling to concentrate
- Missing deadlines
- Physical symptoms like muscle tension and headaches
- Anxiety
- Cynicism
- Decreased productivity
- Loss of enjoyment
- Hostility toward others at work
Everything from personality traits and past experiences to underlying mental health conditions can contribute to how each person perceives and handles stress. Understanding that burnout manifests differently for everyone opens up space for empathy and targeted support strategies that meet individual needs.
Strategies for Addressing and Preventing Burnout
Employers share in the responsibility to address and prevent burnout. Not only is it the right thing to do, but it also benefits the organization as a whole when employees are the best version of themselves at work. Companies can maintain valuable team members, improve company morale, and keep productivity high.
To address and ideally prevent occupational burnout, consider adopting the following strategies and practices:
- Create a supportive work environment with clear communication and expectations. Good communication eliminates confusion and frustration, allowing employees to feel valued and understood.
- Encourage work-life balance through flexible schedules and realistic workload management. This means not just giving them paid time off but also ensuring workloads are covered so they can enjoy uninterrupted time away from work.
- Implement regular check-ins and 360 feedback to monitor employee well-being. Regular check-ins can help you spot the symptoms of burnout before they take too much of a toll on the employee. Good feedback can also help you understand how to meet them where they are to address burnout and potentially prevent others from experiencing burnout.
- Provide resources for mental health support, such as counseling and stress management workshops. Providing these services can help de-stigmatize mental health and burnout, which may encourage employees to seek help when they need it.
- Promote breaks throughout the workday. Encouraging employees to take walks or practice mindfulness exercises can help them recharge and increase productivity.
- Help employees set achievable goals. When employees have realistic goals in place, they’re less likely to feel overwhelmed or stressed about their workload.
- Offer clear advancement opportunities to help employees avoid feeling stuck or overlooked. Advancements give employees some
- Offer a quiet space for employees to unplug. Nap rooms and quiet areas can give employees a place to recharge at work, especially if you have an open office or co-working design.
- Avoid hiding too much behind corporate policy to the point where you lose the human touch. Policies are inherently a good thing, but they should not hinder you from meeting employees where they are and providing accommodations when necessary.
Burnout can affect everyone, which is why organizations bear some responsibility in helping to prevent it. By investing in your employees’ well-being, you can not only fight burnout but also cultivate a dynamic and thriving workforce.
Adopting Proactive Measures to Address Job Burnout
It’s essential for companies to understand and address the true cause of burnout. Symptoms of burnout can vary from person to person, but it ultimately results in the person ignoring their own needs and boundaries while trying to keep up with unrealistic expectations.
Today’s society glorifies busyness, but more organizations are starting to change the narrative and embrace the idea of employee self-care. By adopting comprehensive and proactive measures, companies can better support employee well-being, longevity, and productivity.
Learn how Primalogik software can help you identify, address, and ideally prevent burnout in the workplace—get your demo today!
