Managing burnout in the workplace requires a concerted effort to address underlying cultural factors. So far in 2024, 1/5 employees have felt so burnt out and stressed they had to take time off work – and we’re not even halfway through the year!

Burnout rates are reaching record highs, exacerbated by social and technological changes alongside global events like the pandemic. It’s therefore imperative for organisations to take proactive steps to combat this issue.

Burnout is a recognised syndrome, characterised by physical and mental exhaustion due to ineffective stress management, with a significant impact on health, performance, and productivity. Triggers identified in a recent report by Mental Health UK include unmanageable workloads, long hours, job insecurity, and workplace harassment.

The belief was that hybrid working would achieve a better work-life balance but has actually brought its own challenges. Longer working days, the inability to switch off along with the logistical challenges of managing multiple workspaces and work routines.

How to improve the culture in your organisation

Addressing the culture of the business is the most important way to tackle burnout. Recognising and dealing with the symptoms of burnout is the responsibility of the employer. They have a duty of care to support the health, safety, and wellbeing of their employees.

  • Communication is key. Create ample opportunities to check in with your employees. Performance reviews, 1:1’s and ad hoc catch ups help identify if any employees are struggling. An open-door culture encourages employees to approach the employer to ask for help. A wellbeing survey is a good indicator of the current culture of the business and a useful tool to measure improvement.

  • Monitor workloads and overtime – Keep a track of employee’s overtime and ensure workloads are manageable with realistic deadlines. Employers could consider an ‘unplug policy’ to keep track of hours not worked. This ensures employees are logging off when they should.

  • Encourage breaks – Check employees are taking all of their annual leave and encourage this be taken in regular blocks. Insist proper lunch breaks are taken away from the workstation, even for remote workers.

  • Reward and Recognise – Positive reinforcement is a great motivator. From employee of the month, to employees recognising each other in a kudos section in the staff bulletin are a few ways to boost morale and ease anxiety.

If you need advice on how to effectively manage mental health in your workplace, please complete the below form below or contact us on 0345 076 2288.