Before Burnout Hits

By the time someone says they are burnt out, the signs may have been there for weeks or even months.

Towards the end of the year, it is easy to dismiss tiredness as part of the normal December countdown. Everyone is busy, deadlines are tighter and there is a general sense that people simply need to get through the last stretch. The problem is that burnout does not follow the calendar. For some employees, the strain may already be showing in October.

It does not necessarily look dramatic either. Someone who is normally meticulous starts making small mistakes. A usually engaged colleague becomes quieter. Patience wears thin, concentration becomes harder and work that was once manageable begins taking longer.

These changes do not automatically mean an employee is experiencing burnout, and managers should not try to diagnose what may be happening. They can, however, pay attention when behaviour or performance changes noticeably.

One area worth watching is presenteeism. Unlike absenteeism, the employee is at work, but stress, exhaustion, ill health or personal difficulties may be affecting their ability to function effectively.

This can become a cycle. An employee feels under pressure, so they work longer hours to compensate. There is less opportunity for recovery, concentration and productivity suffer and the employee responds by putting in even more time.

Managers do not need to become counsellors, but they should feel comfortable having a private conversation when they notice that someone may be struggling. Sometimes simply acknowledging a change and asking how the employee is coping creates an opportunity to speak.

This is also where an Employee Assistance Programme (EAP) can play an important role. Employees need to know what support is available, how to access it and, importantly, trust the confidentiality of the service. Managers should also understand how the programme works so they can direct employees towards professional support when needed.

As workloads increase towards year-end, employers should consider the environment around the employee too. Are excessive hours becoming normal? Are people taking leave and breaks? Are workloads reasonably distributed? Are managers unintentionally rewarding employees for always being available?

There will always be busy periods, and feeling tired after a demanding week is not the same as burnout. The aim is to recognise when pressure has become persistent and when someone may need support before the situation becomes more serious.

December may feel close on the calendar. For someone already struggling in October, it can still be a long way away.