Employee burnout is on the rise, and it’s reaching record heights with one global survey finding around 42% of workers experienced burnout in 2023—the highest total since the start of the pandemic. While some employers are attempting to solve the problem with Band-Aid fixes like paid time off (PTO), these solutions don’t always get to the root of the issue.
Of course, few people want to be working long hours in stressful environments—the key ingredients for burnout. But that doesn’t explain why 46% of employees take less vacation time than they’re allowed, according to Pew Research Center. So what’s the reason employees are overworked, and how can employers put an end to it?
Understanding Overwork
While hard work is often an admirable trait in American culture, there’s a line between productivity and overworking employees. And it doesn’t take a hard boss or a toxic work culture for employees to feel the pressure. Going back to the Pew survey, employees who refused to take all of their PTO did so most often either because they feared falling behind or they didn’t want a team member to have to cover for them.
In some instances, employees might also be modeling behavior from managers and executives. While these leaders might not encourage long working hours themselves, they can inadvertently lead by example if they’re consistently working overtime. Additionally, assigning large workloads that exceed an individual’s capacity can be a huge workplace stress trigger. If this happens continually over time, it can lead to chronic stress and ultimately employee burnout.
Sometimes, a worker might push themselves past the breaking point without meaning to. This is especially common when employees adopt a hustle culture or “grindset,” which prioritizes productivity over one’s health and personal life. This toxic work addiction can lead to a range of consequences, from performance issues and disengagement to physical and mental health problems.
The Consequences of Overworked Employees
Overworking employees can have a range of negative impacts. This cycle of working longer hours to keep pace with production or go above and beyond not only diminishes the quality of work and increases turnover, it can also lead to long-term health effects across multiple dimensions of wellness.
Occupational Health
When employees are overworked, whether by an internal drive or external motivator, they lose their ability to concentrate and maintain attention, increasing the risk of accidents and errors. Depending on the nature of the work, this can have far-reaching implications, from minor mistakes to serious safety violations. Moreover, chronic overwork can contribute to a culture of stress and urgency, further exacerbating the risk of burnout or occupational hazards. This is especially true when employers reward or encourage team members who follow suit and work that extra hour to finish a task.
Physical Health
The physical toll of being overworked can manifest in a multitude of symptoms that can significantly impair a person’s quality of life. Chronic work stress has been linked to conditions such as high blood pressure and cardiovascular disease. If job responsibilities cause repetitive strain without leaving time for a full recovery, workers can also develop musculoskeletal disorders. Sleep disorders are also common for overworked employees, especially when work hours extend into the night.
Mental Health
This constant state of physical and psychological strain can quickly lead to burnout, emotional exhaustion, cynicism, and a sense of inefficacy. Chronic stress, anxiety, and depression are not uncommon among overworked employees, as the mental burden of unmanageable workloads and long hours sets in. Without effective intervention and support, this psychological strain can diminish mental wellbeing, not only impacting job satisfaction and personal happiness, but also impairing cognitive functions, such as attention, memory, and decision-making.
Personal Wellness
Last, but certainly not least, an overworked employee suffers in their personal life as well. Beyond the immediate and long-term impacts on physical and mental health, long hours and work stress can erode the foundation of a person’s social life and even their purpose. The time and energy they devote to work can leave little room for spending time with loved ones, leisure activities, or personal growth, and has lasting effects on relationships, hobbies, and overall life satisfaction.
Signs and Symptoms of Overworked Employees
Recognizing the signs of an overworked employee is critical for maintaining a healthy and productive work environment. Employees working beyond their capacity tend to exhibit clear physical symptoms, such as persistent fatigue, headaches, and sleep disturbances. These are often accompanied by mental and emotional signs, including increased irritability, anxiety, and depression. They may also become withdrawn socially and be more prone to conflict in the workplace.
On the performance front, overworking employees can actually decrease productivity and lead to more accidents, errors, and a general lack of motivation. High workloads mean these employees will also struggle to manage their tasks, even to their normal level of efficiency. This decline in performance is often a direct result of mental fatigue and physical exhaustion.
Identifying these signs early on can help employers take proactive steps to address overwork and prevent employee burnout. This ensures everyone remains engaged, healthy, and productive. It’s all about creating a supportive work culture where wellbeing takes priority.
10 Strategies to Prevent Overworking Employees
Now that we know the warning signs for overwork in the office, it’s time to implement strategies that boost productivity without compromising employee wellness. Here are 10 to consider:
1. Check In With Employees
Regular check-ins offer a valuable avenue for understanding and addressing employee concerns around workloads and stress levels. By maintaining an open line of communication, employers can gauge employee sentiment, identify those at risk of burnout, and provide timely support and workload adjustments. This proactive approach demonstrates a genuine commitment to wellbeing while fostering a culture of trust and mutual respect.
2. Monitor and Balance Employee Workloads
Balancing workloads is essential to prevent overwork and burnout. Employers should consistently review assignments to ensure they’re evenly distributed and aligned with each employee’s capacity. Project management tools can help track progress and distribute workloads transparently, but employers should also regularly solicit feedback from team members to avoid overwhelming any individual.
3. Implement Work-Life Integration
Beyond just balance, work-life integration is key to preventing overwork. Employers can promote flexible schedules and remote or hybrid working arrangements to help employees better coordinate their professional and personal responsibilities. By acknowledging and supporting the diverse needs of their workforce, companies can enhance employee satisfaction and reduce the likelihood of burnout and, ultimately, turnover.
4. Set Clear Boundaries
Establishing clear boundaries is critical when it comes to work-life balance and integration. By delineating work hours and respecting personal time, employers can foster a healthier balance for their team. Employees should also be encouraged to disconnect after hours, ensuring they have the space to recharge and engage in meaningful activities in their personal lives. Implementing a “no email” policy during off-hours and weekends can significantly reduce work-related stress and help employees rejuvenate while they’re off the clock.
5. Encourage or Establish Regular Break Times
Taking regular breaks throughout the day isn’t just beneficial; it’s necessary for maintaining high levels of focus and productivity without burning out. Employers should actively encourage employees to step away from their desks every now and then, promoting short, frequent breaks to clear their minds and stretch their legs. Designated quiet spaces can also offer a spot to relax, and walk-and-talk meetings can blend physical activity with productivity.
6. Discourage Multitasking and Minimize Distractions
Multitasking is often thought of as a skill, but it can actually lead to a decline in productivity and an increase in stress. Encourage employees to focus on a single task at a time with dedicated time blocks with minimal distractions to foster deep work. Creating a workplace that limits interruptions, such as designated quiet hours or focus zones, can help employees concentrate better and produce higher-quality work.
7. Create a Culture of Self-Care
Promoting a culture of self-care is another powerful way to combat burnout. When employees can spend time prioritizing their health and wellbeing—whether through wellness programs, mental health days, or physical activity—they come back to work feeling refreshed and ready to tackle the day. Wellness workshops and seminars can help create an open environment where employees feel free to discuss self-care and mental health.
8. Be Mindful of Validating Work Addiction
While leaders should be encouraging self-care, they should not be validating or inadvertently rewarding workaholic behavior. Shifting the focus from the number of hours worked to the quality of outcomes produced is a good place to start, emphasizing creativity over efficiency. Not only does this discourage unhealthy work habits, but it provides a more balanced approach, supporting both personal wellness and organizational success.
9. Focus on Individual Engagement
Engaging employees on a personal level is essential. Employers should tailor opportunities for professional development to fit individual interests and goals and recognize achievements in ways that personally resonate with each team member. This can prevent feelings of being overworked and ensure employees find greater satisfaction and meaning in their roles.
10. Offer Access to Mental Health Resources
Finally, providing accessible mental health resources is key to supporting employee wellbeing. Employee assistance programs (EAPs) should be made readily available, but employers can also offer workshops on managing stress and anxiety, as well as tools like mindfulness apps. The goal is to create a safe space for employees to discuss mental health challenges without stigma. This is crucial for preventing overwork, but also for building a stronger, more compassionate work culture.
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