Employee burnout is rampant. SHRM’s Employee Mental Health in 2024 Research Series found that 44% of 1,405 surveyed U.S. employees feel burned out at work and 51% feel “used up” at the end of the workday.
Recognizing employee burnout signs early can help turn around its negative consequences. Want to know if your employees are burned out? Read on for the signs you should be watching for (and what to do if you see them).
What Is Employee Burnout?
Employee burnout refers to physical, emotional, and mental exhaustion that occurs when stress becomes overwhelming. It can result from excessive workloads, unrealistic deadlines, and a lack of work/life balance. Burnout can diminish an employee’s motivation and productivity, and erode their sense of personal accomplishment.
Burnout can affect employees at all levels, from entry-level workers to top executives. Regardless of seniority or experience, anyone can become vulnerable when stress goes unchecked. Left untreated, burnout can lead to serious consequences, including chronic health problems, low morale and disengagement, and high turnover.
9 Employee Burnout Signs
Burnout can bubble up in various ways. Here are 12 common signs of employee burnout that every leader should watch for.
1. Fatigue and Exhaustion
“I feel exhausted all the time, no matter how much rest I get. It’s hard to keep up with everything.”
Do employees seem drained, even after taking weekends, holidays, or vacations? They could be burned out.
Burned-out employees often find it difficult to focus and may show a decline in their overall physical health. Symptoms like frequent headaches, muscle pain, or other stress-related ailments can become more common, indicating that their bodies aren’t able to recover from ongoing work demands.
2. Decreased Productivity
“I used to count on Sharon to be my detail-oriented superstar, but now I have to double and triple-check her work.”
As stress builds up and energy wanes, employees may struggle to maintain their usual performance standards. These signs include:
- Decline in quality of work. Tasks that were once completed with attention to detail may now be riddled with mistakes or require multiple revisions.
- Missed deadlines. Employees might find it harder to meet deadlines as they become overwhelmed, leading to delays.
- Lack of initiative. Burned-out employees may show less enthusiasm for taking on new projects or problem-solving, causing them to stagnate in their roles.
- Difficulty prioritizing tasks. Employees may mismanage their workload or focus on less urgent tasks while letting important ones fall by the wayside.
3. Overworking
“I can handle that project. I’ll come in on Saturday and get it done.”
Do you have employees who consistently stay late, work on weekends, take calls on vacation, or accept more responsibilities without complaint? While this may look like dedication, it may be how employees mask their burnout.
They may feel pressure to prove themselves or fear letting others down, leading to a cycle of overworking. Over time, the lack of boundaries can worsen burnout.
4. Emotional Detachment
“It just doesn’t matter to me. I’ll go with whatever you think.”
Employees who once showed passion for their work might display a lack of enthusiasm or interest in outcomes they previously cared about. They may seem indifferent towards projects and goals. This emotional withdrawal often signals deeper dissatisfaction or exhaustion, making it harder for them to fully engage in their role.
5. Frequent Irritability and Sensitivity
“Come on! That isn’t fair! I don’t appreciate you saying that to me!”
Burned-out employees often become more irritable and sensitive, reacting strongly to even minor issues. They may:
- Be easily frustrated. Small problems or routine challenges may provoke disproportionate frustration or annoyance.
- Have emotional outbursts. Employees may display short tempers or have difficulty controlling their emotions.
- Create tense relationships. Increased sensitivity can strain relationships with coworkers, leading to conflicts or a negative atmosphere.
- Be impatient. They may struggle to handle pressure or setbacks with the same level of composure they once did.
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6. Showing Up Late (or Not at All)
“I’m going to be late again today. I need to handle something before I come to work.”
Burned-out employees are 63% more likely to take a sick day. They may also start arriving late or taking longer lunch breaks. These behaviors might reflect an employee’s need to distance themselves from workplace stress or avoid overwhelming tasks.
7. Difficulty Concentrating
“What did you say we needed for that project? I can’t remember the details.”
If an employee who was once super focused on their job starts showing difficulties concentrating, they may be burned out. This issue can severely impact their ability to perform effectively. Watch for:
- Trouble focusing on tasks. Employees may frequently become distracted.
- Struggling with decision-making. Simple decisions that once came easily may now feel overwhelming.
- Difficulty prioritizing. When concentration dips, it can become hard to determine which tasks should take priority.
- Getting overwhelmed with routine work. Even basic or repetitive tasks that were once manageable may start to feel daunting or unreachable. .
8. Negativity and Pessimism
“Why do we have to do that? It’s a waste of time and is never going to work.”
Burned-out employees may speak critically about their work, colleagues, or the company, displaying a growing sense of dissatisfaction. They may also show a lack of optimism or excitement about future projects or team goals. Where they once may have been enthusiastic and engaged, burned-out employees may now express doubt or cynicism about their role or the company’s direction.
9. Isolation from Team Members
“I’m going to work in the conference room by myself.”
Burnout often causes employees to isolate themselves from their colleagues. This withdrawal is a key indicator that an employee is struggling with disengagement or emotional exhaustion. Take note of employees who begin:
- Avoiding group meetings. This includes skipping team meetings, participating less when they do attend, offering minimal input, or remaining quiet throughout discussions.
- Declining invitations. Burned-out employees may consistently turn down invitations to avoid social interactions with coworkers.
- Limiting collaboration. Previously collaborative employees may now choose to handle tasks alone rather than seek out teamwork or input from colleagues.
- Physically distancing. They may separate themselves by working in quieter, more isolated areas. In remote settings, they might turn off cameras during virtual meetings.
Addressing Employee Burnout
Deloitte’s Marketplace Survey on burnout found that nearly 70% of professionals feel their employers are not doing enough to prevent or alleviate burnout. When you recognize burnout, take immediate action to help employees recover and regain their well-being.
Open Communication and Check-Ins
- Regular check-ins with employees create a safe space for them to voice concerns, stressors, or workload issues. Honest conversations and work-related stress surveys can help managers understand employee struggles. This approach gives leaders a way to provide opportunities to head off burnout early on.
Offering Mental Health Support or Access to Resources
- Employers should provide access to mental health support, such as Employee Assistance Programs (EAPs), counseling services, and wellness initiatives. Encouraging the use of these resources gives employees the tools they need to manage stress effectively.
Adjusting Workloads or Setting Realistic Deadlines
- One of the leading causes of burnout is unmanageable workloads or unrealistic deadlines. Employers can ease this burden by adjusting workloads, delegating tasks, or setting more reasonable timelines. Balancing expectations helps employees feel less overwhelmed and more in control of their tasks.
Encouraging Breaks and Promoting Work-Life Balance
- The Mental Health Survey by FlexJobs found that 56% of respondents said having flexibility in their workday was a top way their workplace could better support them. Encourage employees to take regular breaks and fully disconnect during time off so they can recharge. Leaders should model this behavior to create a culture where taking breaks is respected and valued.
Watching for Employee Burnout Signs Can Help Employers Protect the Workplace
Avoiding, recognizing, and addressing employee burnout is a necessary part of maintaining a healthy, engaged workforce. Proactively identifying employee burnout signs helps retain employees and keep performance high.
