High Pressure is Leading to Employee Burnout: 5 Ways to Combat It

Burnout is only getting more common and employee turnover that results from it could cost you in the long term.

As job openings and offers are declining, employees are feeling extra pressure.

Workday, a financial and HR software provider, published a report on the 2023 job market. They found that there’s been a 10 percent drop in job openings since 2022 – the only drop they’ve seen in years. Job offers are also decreasing. The shrinking number of open positions has left employees in or near a state of burnout. They’re feeling more pressure to keep themselves competitive compared to other workers. They’re also forced to take on more work and responsibilities which could, and arguably should, be spread out amongst a larger system of employees. And nationally the issue is not a lack of job seekers. In fact, the number of applicants has increased by 30 percent.

Workday noted that “with fewer roles to fill, it’s likely that current employees will face increased pressure” despite the fact that “employees are already under considerable pressure.”

Added pressure means burnout is a huge risk. Workday reports that nearly a quarter of all U.S. organizations are in the “high risk” category of burnout. The American Psychological Association states that burnout in employees makes them less productive and more likely to make mistakes. If a worker feels their job is sucking away their energy, in time they will leave and won’t have any desire to recommend your place of work to others – and in the digital age that can make a big impact on your applicant pool.

Employee turnover costs you time and money since you’ll have to find new workers and train them. Even if your employees don’t leave, however, it can still cost you. Employee stress has been estimated to take $500 billion out of the U.S. economy each year and ​​550 million work days have been lost.

Even if you don’t notice burnout in your employees now, it’s important to take precautions and ensure your workforce doesn’t get to that point.

1. Effective scheduling

Create fair and flexible schedules that consider employees’ preferences and needs. Flexibility, Workday reported, is an important factor in employee attitude and energy. Avoid over-scheduling, provide adequate time off, and minimize last-minute changes. Predictable schedules allow employees to plan their personal lives, promoting work-life balance.

2. Open communication

Foster an environment where employees feel comfortable discussing their concerns or issues. Encourage regular check-ins between managers and staff to identify any signs of burnout early on. Act on feedback to make necessary improvements in the workplace. Anonymous satisfaction surveys can also be beneficial in case employees feel too intimidated to speak up, which isn’t uncommon in a work environment.

3. Recognition and rewards

Expressions of gratitude can make a big impact on anyone. Acknowledge and appreciate the hard work of your team. Implement a reward and recognition program to celebrate achievements. Recognized employees are more likely to remain engaged and motivated. Something as simple as an employee of the month program, although cliché, can be a good place to start. Perhaps that even comes with a small bonus like $50. Rewards don’t have to be extravagant, but a growing consensus among employees is that a prototypical pizza party is nice (free food is always great) but it isn’t particularly motivating.

4. Efficient processes

Continuously evaluate and improve work processes to get rid of unnecessary stressors. Streamlining operations and adopting better technology when possible can make tasks less taxing for your staff. Is there a POS system that just keeps malfunctioning? Find the time to get it replaced or adequately fixed.

5. Balanced Workload Distribution

Distribute tasks and responsibilities equitably among your staff. Avoid placing the burden of additional work solely on a few employees. Equitable workload distribution can prevent burnout and promote a healthy work environment. Plus employees may stick around longer when they like the people they work with. Avoid resentment among your employees and let them build effective work relationships.