Seems like a no-brainer that employers and employees alike would want to reduce -- if not all together eliminate -- workplace stress. However, defining the kind of job stress that results in employee burnout seems to be a major issue.
While most employees seek a certain level of challenge in their jobs that keeps them motivated to grow and learn, feeling overwhelmed by the pressure to perform and goals that cannot be reached causes a negative reaction resulting in stress. This workplace stress is the major cause of employee burnout.
In fact, the National Institute for Occupational Safety and Health (NIOSH) reports that according to several surveys conducted by companies such as the Families and Work Institute, Northwestern National Life and Yale University, 25 to 40 percent of employees report a high-level of stress caused by their job.
Signs of Employee Burnout
For anyone concerned about the health and welfare of employees in their workplace, here are five signs of employee burnout:
- Change in attitude. Someone who goes from upbeat to disagreeable and becomes less sociable or patient with co-workers.
- Change in performance. A well performing employee who suddenly has an increase in errors and missed deadlines along with a decrease in productivity.
- Change in attendance. Increased absences, arriving late or leaving early and/or foregoing breaks and lunch to work.
- Change in work habits. Poor time management, disorganization, poor follow up, and lack of concentration.
- Change in health. Aches and pains, sluggishness, upset stomach, short temper, and sleeplessness.
Impact of Employee Burnout
Understanding the impact of workplace stress provides employers and employees an impetus to take steps to create an environment focused on eliminating issues that heighten it. These issues most frequently include risk of injury or illness, decreased productivity and job performance, and an increase in health care costs, time off, and employee turnover.
Reduction of Employee Burnout
By reducing stress on the job both employers and employees can benefit and avoid workplace burnout. Here are five ways to help.
- Job Design. This includes the actual work done as well as the methods for completing assignments. Decrease heavy and repetitive workloads for long hours. Increase breaks, full utilization of employees’ skills and an employee’s sense of control over their work. Employees might consider asking to rotate assignments or share responsibilities.
- Management Style. Managers have a great impact on the well being of their team. Managers need to be well-trained, be fair about the distribution of work and praise, and have frequent conversations with their staff. Employees need to be willing to approach their supervisors if they feel overwhelmed or require assistance.
- Teamwork. Working with a good group of coworkers who provide support will go far in reducing job stress. Employees should cultivate strong work relationships with other team members and rely on each other for assistance.
- Work Environment. Pleasant working conditions without safety issues such as air and noise pollution or ergonomic problems as well as an environment that encourages open communication and family-friendly policies.
- Future. Understanding the company’s future as well as the individual’s goes a long way toward reducing stress. A sense of job security along with growth and learning opportunities are important to employee well being. On the other hand, employees need to learn how to deal with at least some ambiguity.
Both employers and employees need to be aware of and understand the impact of job burnout in order to take action before it’s too late.
 |
