In 2019, burnout was recognised by the World Health Organisation (WHO) as an “occupational phenomenon” caused by chronic stress in the workplace. Employees who experience burnout feel exhausted, mentally distanced from their job, and cynical or pessimistic over work. Their professional performance is also notably diminished.

According to a 2021 survey, 67% of employees noted that burnout issues have become even worse due to the pandemic. The results also indicate that 61% of remote workers and 53% of on-site employees find it hard to “unplug” from their jobs after regular working hours.

Burnout can affect the entire organisation, resulting in high turnover rate and decrease in productivity. Employers and managers must step up in their efforts to provide the appropriate support for their workers’ wellbeing. This will also enable employees to speak up and seek the help they need. Here are some recommendations that could stop or prevent employee burnout and restore engagement in their work.

1. Check workloads and allow flexible schedules

Some employees may be experiencing burnout because they have too much on their plate. Re-evaluate their workload and set realistic goals. Adjust deadlines and delegate other tasks if necessary. Consider also their personal background. They might be going through a personal problem that hinders them from performing productively.

Having a flexible schedule can also reduce burnout, especially for WFH employees who are struggling to fulfil their work and home duties. Provide flexible work options to help employees manage their time, focus on their work, and become more productive.

2. Maintain and respect work-life balance

Taking time off is essential for employees to prevent burnout and maintain their wellbeing. Aside from the regular lunch breaks and 15-minute breaks at work, employees should be encouraged to take their PTO and avoid working – whether it’s taking calls, responding emails, or fulfilling assigned tasks – during PTOs, holidays and off-hours.

Companies should cultivate a work culture that respects the employee’s designated time away from work as they have other priorities to attend to. Managers must also adapt this behaviour to reassure employees that it’s OK to take time off from work when they need to.

3. Review perks and benefits

Offering the right perks and benefits can serve as incentives to motivate employees to be more productive. But if there’s still a lack of engagement from their end, get their feedback on what would work for them and explore the feasibility of improving the benefits. Not only will this help retain your staff but it can also attract quality talent to work for your organisation.

4. Provide safe spaces

One reason employees experience burnout is because of the negative atmosphere from a toxic work environment. Companies should invest in improving the work culture and even the actual workplace so employees can have “safe spaces” for their physical and mental wellbeing.

HR should also make an effort to provide mental health resources and programmes that employees can avail of to help manage their work-related stress and anxiety. A healthier work environment – whether on-site or remote – will make a big difference to an employee’s productivity level and to the company’s bottom line.

5. Acknowledge their work

Employees want to feel that their work means something, that they are contributing to the success of the company. Acknowledging their value as an asset to the organisation will motivate them to be more productive and inspire them to do better. Companies should take the time to recognise their efforts and reward them for going beyond expectations. This will significantly improve their morale and stave off feelings of burnout.

6. Encourage communication

Feelings of isolation can hasten employee burnout, especially those who work from home. Social interaction is a key element to maintaining healthy work relationships. Given social distancing protocols, it’s important that every staff member has access to communicate with their colleagues.

More importantly, they can openly discuss their concerns through appropriate channels. In fact, employees are less likely to feel burned out if their managers are willing to listen to their work-related issues. From their end, managers should initiate the conversation with their staff, welcome inputs and feedback, and take the time to address their problems with work.

7. Inspire teamwork

A strong, united team can also become the employee’s support group. After all, a co-worker would be the best person to understand what their fellow colleagues are going through. But managers should also provide an environment where the staff can maximise their strengths and promote activities to strengthen their bond so they can work together harmoniously and support each other. Sharing the load makes it lighter for everyone.

The specialists in talent consultancy services

As one of the top recruitment agencies in Vietnam, ASW Consulting recognises the harmful effects of employee burnout to an organisation. We offer workforce management consultancy services to ensure that managers and their remote staff are equipped with the appropriate resources to maintain wellness at work.

Read more about managing remote teams with our handy toolkit or learn more tips about maintaining mental health and wellbeing here. Call us on +84 28 7309 7991 or book a call here for more details on our talent acquisition expertise.