While employee wellness has increasingly risen to the forefront of the HR priority list, the changes and challenges of the last year should have catapulted it to the very top.  When employees aren’t bringing their best to their work—whether it’s in-person or virtually—the entire health of the organization is at risk.  Research has shown that stressed workers are less productive, less innovative, and less engaged—which could hamper work output, morale, and much more.  Ongoing stress can lead to employee burnout, a serious threat to business success.

The risk for excessive employee stress has perhaps never been greater than in recent months.  The global health crisis has forced many employees into remote work situations—upending their daily routine and perhaps saddling them with extra responsibilities, such as caring for children or elderly family members all while trying to work.  Many are working outside of normal business hours and under challenging conditions, all while weathering the stress and anxiety relating to the pandemic.

Red Flags to Watch For

Employers, guided by HR, need to be attuned to the mental health of their workers so they can not only spot and help solve problems but even get ahead of them. All company leaders should be trained to look out for some common signs of employee burnout:

#1. Tired employees

Excessive stress can lead some people to have interrupted sleep, which could cause employees to be disoriented and distracted during the workday.

#2. Conflicts

While it’s natural for any team to experience occasional friction if an otherwise peaceful person has become irritable or hostile in work situations, he or she could be experiencing employee burnout.

#3. Quality

When workers are turning in projects that are subpar, missing deadlines, or exhibiting other unusual behavior from their normal level of professionalism, employee burnout may be to blame.

How to Help Stressed Employees

To minimize the effects of stress, all managers and leaders should first understand the signs and symptoms so that they can recognize an employee who is in need.  Managers should know where to direct them, either to an internal employee assistance program or an outside mental health initiatives.

Companies can also be proactive about tackling employee burnout.  By offering workers flexibility—in how, when, and where they work—as well as encouraging them to take time off, leaders can empower employees to invest in self-care.  Recognition programs also go a long way to addressing employee stress; when employees feel appreciated and valued, they are more invested in their work and less susceptible to stress.  

Transparency is another important piece of the puzzle.  In today’s unprecedented times, employers should have conversations with their workforces about stress, burnout, and mental health struggles.  By normalizing such challenges, organizations can break down some of the stigma associated with workplace stress and motivate employees to make their mental health a priority.