Editorial
Burnout. We've all become too familiar with the term. Burnout continues to plague the workplace and shows no signs of fading. A recent SHRM survey revealed that 44% of 1,405 U.S. employees feel burned out at work, 45% feel "emotionally drained" and a staggering 51% feel "used up" by the end of the day. A Mercer report further highlights the crisis, indicating that 82% of employees are at risk of burnout this year. Clearly, the status quo isn’t sustainable.
In a recent conversation with a prospect, they shared that their company ramped up its focus on employee well-being post-pandemic. They introduced well-being apps, amped up their employee assistance programs (EAPs), held designated well-being days and launched other initiatives aimed at combating burnout. Yet, despite these efforts, burnout persisted, and employee engagement was not as desired.
Unfortunately, this isn't an isolated case — many organizations are grappling with the same challenges.
Why, after years of effort, and despite the overwhelming amount of expert advice available on combating burnout, are we still battling it? And more importantly, what can be done to create real, lasting change?
Why Are We Still Battling Burnout?
Several common, often interlinked, reasons explain why burnout persists in organizations.
Employees Don't Know What's Available
Many employees are unaware of the full range of benefits and perks available to them. Even if communications go out and beautifully designed information packets are distributed, who really reads them thoroughly? Ensuring employees are not only informed about these resources but also reminded of them when needed, integrated into their daily workflows, can make a significant difference.
The Benefits Aren’t Effective for Everyone
One-size-fits-all solutions rarely work. Employees are at different life stages and have varied needs. Often, those establishing the benefits may not fully grasp the diversity of employee experiences, resulting in a suite of offerings that don’t resonate or get used. Flexible benefits, including wallets and platforms that allow for personalized support, can better meet employees where they are.
There Are External Contributors
Organizations often seek simple solutions to complex problems. Burnout, however, is influenced by a myriad of factors, making it difficult to identify a general remedy. The reality is that burnout is deeply intertwined with numerous variables and circumstances, some beyond direct control.
The constant strain of change and global issues can take a heavy toll on our mental and emotional well-being. Lis Best, founder and facilitator, Girls Club Collective, notes the impact of COVID-19, stating that, “We are still reeling from the massive shifts in work culture that were accelerated by the pandemic — the shift to more remote work and the increased insecurity of work for many people to name only a few. People are feeling lonely and disconnected, which exacerbates and accelerates burnout in so many ways."
Recognizing this complexity may be the first step toward understanding why your current solutions can’t solve the issue. To address burnout effectively, a holistic approach that examines the entire ecosystem is essential. It is not a check-box item on your yearly plan.
Related Podcast: Christina Maslach on What Organizations Can Do About Burnout
The Root Causes Aren't Addressed
Many burnout solutions target symptoms rather than root causes. While these measures may be helpful and can provide some temporary relief, they aren't enough to create lasting change. Remember that burnout is multifaceted, so if you are addressing only one aspect of it, it will never be enough. True resolution requires digging deeper to identify and address the underlying factors contributing to employee fatigue and exhaustion.
Many Employees are in an Energy Deficit
Think of burnout as a state of energy deficit. When someone experiences burnout, they’ve been continuously withdrawing from their “energy bank” without depositing enough back in. Just like with money, if you keep spending without replenishing, you eventually hit an overdraft. The same is true for energy — if you keep using it without refueling, soon enough, you’re in debt. In this state, everything feels overwhelming, like you’re just treading water. The capacity for joy, fun and positivity diminishes, as negativity starts to overshadow every aspect of life.
Consider the COVID-19 pandemic as an example. During the initial weeks and months, people used up their reserves of energy. As the situation dragged on, they dipped into their overdraft, and many found themselves in energy debt. Although life’s activities resumed when the world began to reopen, many people were still operating in deficit mode with no time or means to truly recover. Instead, it was full steam ahead. It should be evident why your burnout rates remain the same, if not worse. Many employees begin each year with an even greater energy deficit, making it increasingly difficult to recover.
Related Article: Workers Are Lonely. Here's What Leaders Can Do
What You Can Do to Create Lasting Change
While organizations claim that "the people" are the most valuable part of their organization, stated Best, “we have a long way to go from where we are today to live in a world where individuals aren't seen as resources to be exploited but assets to be invested in, which means creating a culture where people can be human, providing resources that support employees on a mental, emotional, spiritual and physical level, and implementing policies that make it possible for people to do their best work while they're on and unplug and enjoy their lives when they're off.”
While you can't simply give all your employees months off to recuperate, it is possible to address burnout, reduce its risk and keep it at bay. Like most tough problems, this requires breaking it down and building a deep understanding.
Part 1: Understand the Full Picture
Begin by identifying the factors contributing to your employees' burnout and energy depletion. This can mean engaging in direct conversations with employees and using assessments. The goal is to uncover the underlying human behaviors at play and to really grasp the human dynamics. Remember, policies and culture didn’t just appear. Behind them there are humans with specific behaviors and mental habits that shape them. This step significantly speeds up your time to impact.
Part 2: Develop a Two-Pronged Strategy
Once you've identified the sources of burnout, you’ll need to create a strategy that addresses both the immediate and long-term needs.
- Immediate Capacity: For employees already in burnout or at high risk, the focus should be on creating immediate capacity. These individuals often don’t have the bandwidth to engage in building healthy behaviors — they’re in survival mode. Short-term solutions might include reducing workloads, offering EAP support, allowing time off, or creating distance between the person and the stressor.
- Long-Term Human Sustainability: To move from merely surviving to thriving, focus on building sustainable and renewable human energy. This involves addressing both external sources (like processes, tools, leadership and communication) and internal sources (the employees' own behaviors and mental habits). For instance, how are you encouraging employees to recharge their energy — through regular breaks, health initiatives or ongoing learning and development? Where might they be draining their energy unnecessarily? Are there processes or priorities that are inefficiently consuming their efforts? Is your organization's human capacity being utilized effectively and meaningfully, and do employees feel a sense of value in their work?
Addressing burnout requires more than just focusing on work given that personal life experiences and external factors can significantly impact overall well-being. Flexible solutions that offer the necessary support infrastructure are therefore required. These solutions should enable employees to assess their current state, gain insights into their habits, and equip them with the tools and knowledge to apply to any aspect of life that may be contributing to burnout or draining their mental, emotional and physical energy. You have the power to address organizational and cultural challenges. And while external and personal factors may be beyond your control, you can equip employees with the skills to navigate them effectively. Remember, the whole person comes to work!
Best also reminds leaders that, “This isn't usually a one-size-fits-all solution. Creating programs that allow employees to identify learning and leadership development programs and opportunities that meet their needs and desires, that they can feel truly invested in, can go a long way. For example, creating opportunities for formal and informal peer-to-peer connection and mentorship, whether through ERGs, company wide programs or less structured channels.” She also suggests that, “Organizations that want to promote employee sustainability would do well to think about ways to support more connection — in person and virtual — for their employees. Ideally not in a forced way, but in a way that meets people where they are.”
"One of the most common barriers to achieving employee sustainability is often the tone at the top. It's one thing to say that you want your employees to take time off, feel empowered to stop responding to emails on nights and weekends, and have time for passions and hobbies outside of work, and it's another thing to model it. Giving the leaders the resources and support they need to model it is critical,” said Best.
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Related Article: Your Employees Are Burning Out. Here's How You Can Help
Part 3: Learn and Adapt
As you implement your strategy, continuously monitor progress, gather feedback and be prepared to adjust as needed. Burnout is a dynamic issue, and staying flexible will help you address new contributing factors as they emerge.
Final Words …
Even though tackling burnout may seem daunting, it is entirely within your reach with acceptance of its complexity, patience for the time it will take and a deep understanding. In fact, it can even be easier than you think. By adopting this approach, we've witnessed significant, sustained reductions in burnout. Start today and, by next year, you'll be saying goodbye to this dismal trend and welcoming a healthier, more energized workforce!
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