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    5 Ways to Prevent a Burnout Epidemic: Employers Take Note

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    Picture walking into a nearly robotic office, the workers shuffling through emotionlessly doing their jobs on autopilot, returning home to get a few winks of sleep. Imagine feeling like the entire world is devoid of all creativity, and sterile silence fills the space as personal connections are more challenging. Gallup says that burnout is brewing under the surface in workplaces, and 65% of employees worldwide experience it. We can no longer continue to ignore this as talent acquisition professionals or HR leaders (or employer brand advocates). The growing malaise within the US workforce is about more than simply burnout, which is challenging enough to combat: humans losing their mojo, creative edge, and joie de vivre.
    How can we, as leaders, change this? We can use technological solutions that tackle the source of burnout rather than the symptoms.
    Roots of Burnout: It Goes Deeper than the Workload
    Imagine you have a top performer with innovative ideas sitting in his cubicle blankly, looking at his computer screen buried with work. But burnout is not just burnout because you work yourself to death. It’s a traumatic event that taxes your emotional well-being. It results from an expectation exceeding a limit and the loss of control. According to a 2021 Deloitte report, 77% of workers said they have experienced burnout in their current jobs, and many feel that employers are not doing enough. The cost? Decrease in productivity, rise in high turnover, and lackluster employee engagement.
    The “this” that needs fixing is not perks, employee engagement programs, or Band-Aid solutions but how we work. Here are five creative and meaningful approaches that enable companies to combat burnout at the source and re-energize their workforce.
    1. Digital Detox Periods
    How about an entire day without email, Slack, or checking your tasks with a project management tool? Imagine the headspace employees gain from that formal ‘digital detox.’ One way to counter this burnout trap is to schedule short periods of uninterrupted work.
    For instance, Asana famously has “No Meeting Wednesdays,” which is intended to support deep focus. It has gotten the employees out of working in ‘neck-deep water,’ giving them space to be far more strategic than trying to run around in five different directions at once. Shopify saw the value of digital detoxes and deleted 322,000 hours of meetings, which was equivalent to adding 150 new employees.
    2. Experiment with Workweek Flexibility with the Four-Day Backend
    Flexible working hours answer this – but what if we consider reworking the entire workweek? The 4-Day workweek is here to stay, and it changes everything. Buffer and Microsoft Japan, for example, have implemented 4-day work weeks, resulting in a 40% productivity increase and stress reduction among employees. In other words, by giving employees a 3-day weekend, companies are providing the opportunity for those employees to return feeling refreshed, energized, creative, and more willing to work.
    3. AI for Employee Wellness
    AI impacts more than just labor costs — it can enhance employee well-being, too. AI platforms are used to identify burnout risks and provide personalized wellness under the control of corporations. Using machine learning to detect behavioral data, tools like Leena AI and Welltok provide tips on wellness resources before burnout occurs.
    These tips could include meditation, pausing, or even advice on mental health support for at-risk personnel, such as how HR uses such a scientific system.
    Case in point: Real-time stress and burnout data allowed for preempting early intervention, such as with a multinational organization employing AI-powered wellness tools that reported a 35% decline in burnout cases, improving job satisfaction.
    4. Gamify Health Challenges
    Imagine teams excited about their team wellness, teams not only healthy but also competing amongst themselves for improvement. It has become the norm to have some way to gamify wellness programs for fitness challenges, mindfulness practices, etc. Companies can use SaaS tools like Virgin Pulse and MoveSpring to launch weekly wellness challenges with leaderboards, rewards, and recognition.
    5. AI-Powered Personal Career Development Plans
    Feeling trapped can lead to burnout. Employees want to move up the ladder; they may sometimes be unsure how. Pymetrics and Gloat are examples of companies that invest in AI tools to create a personalized, talent-centric career development path based on their employees’ strengths and preferences. Growth plans, mentorship, and guided learning paths will help them get more excited about their work because burnout correlates with stagnation.
    Conclusion: The Future of Burnout Prevention
    Burnout is a complicated, multifaceted phenomenon, but it can be overcome! Innovative solutions, such as digital detox periods, the 4-day workweek, AI-powered wellness platforms, gamified health challenges, and personalized career development plans, can be mobilized to empower a thriving and resilient workforce.
    Our job as HR leaders, talent acquisition specialists, and employer brand advocates is to ensure that our organizations are not simply places where work happens but—more importantly—places where people live their best working lives. Stopping this burnout epidemic is our responsibility, and if we can learn how to maintain balance ourselves, we can help show the rest of the world how to find that balance, too.
    Kelly Meerbott is an acclaimed TEDx keynote speaker, author, podcast host, and award-winning certified leadership coach. With a unique trauma-informed approach and PTSD training, Kelly has transformed the leadership landscape for executives, C-suite members, and senior military officers. Her proven strategies help 90% of her clients overcome burnout, become more resilient, and achieve their goals. Kelly’s insights on burnout are featured in her bestselling book From Burnout to Bliss and her latest release, Meerbott’s Fables.
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      How To Beat Burnout For Managers: 3 Habits For Stress Relief

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      Are you feeling overwhelmed as a manager? Studies show that managers face a higher risk of burnout compared to individual contributors and executives. Managing stress is crucial for your well-being and effectiveness in leading your team. Here are three simple habits to help you navigate the pressures of your role and maintain balance:

      1. Strategic planning for productivity

      Efficiency is key to reducing stress and boosting productivity. Plan your week meticulously to make the most of your time. Start by listing your tasks for the week or day, and delegate as much as possible. Hold yourself accountable for delegation by involving your direct reports.

      Organize your day like a marathon, scheduling activities in intervals to optimize your energy. Consider tackling routine tasks like emails in the morning, reserving afternoons for more creative or strategic work. Alternatively, prioritize tasks based on importance to feel empowered and productive throughout the day.

      2. Could this meeting have been an email? Or Slack? Or asynchronous doc?

      Unnecessary meetings can drain your time and energy, especially during busy periods. Politely decline meetings that aren’t essential to your role, or delegate attendance to team members when appropriate. Consider HBR’s guidelines for determining whether a meeting is necessary or if alternative communication methods can suffice.

      Schedule meetings in blocks to minimize context-switching between tasks. Designate a “no meetings day” each week on your calendar to focus on deep work without interruptions.

      For those meetings you need, set conditions to make them as productive as possible. Require an agenda or a comparable document. Task someone as a “scribe” to take notes and identify action items or next steps. If someone asks for a meeting with you, ask that they provide an agenda and/or any prep materials ahead of time. Choose what that needs to be. Is the morning of the meeting sufficient? Or to prepare do you need it three business days prior to the meeting?

      3. Prioritize self-care

      Caregivers are frequently told they need to put themselves first. This is hard to hear for those caring for others due to employment or necessity. The reality is, that it’s hard to give when your “cup” is empty. It’s like the instruction given at the start of a flight – put your own oxygen mask on first so that you may help others.

      Investing in your well-being is crucial for managing stress effectively. Make time for nutritious meals, quality sleep, and regular exercise, as these activities directly impact your performance and resilience.

      Consistent exercise boosts stamina and mental clarity while reducing stress and negative emotions. A balanced diet is essential for optimal brain function, with foods like berries, walnuts, and spinach enhancing cognitive abilities.

      Do you ever feel sluggish after working through lunch and think you need more coffee? Bad move. Coffee is fine in moderation, but the caffeine gives it diuretic effects, contributing to dehydration. Soft drinks? The sodium and sugar in them add to the issue. Also, did you know that being dehydrated by as little as two percent impairs your ability to perform tasks needing attention, psychomotor, and immediate memory skills? You don’t need a Stanley tumbler, per se, but try to keep some water close by.

      Remember, while pressure is inevitable in any role, it’s essential to recognize the signs of burnout and prioritize self-care. By implementing these daily habits, you can better manage stress, maintain productivity, and lead your team effectively.

      Are you questioning whether you’re a good fit as a manager?

      Sometimes businesses or individuals make the mistake of taking someone away from something they’re great at (and happy doing) and promoting them into management. Sometimes they forget that, for example, a top salesperson isn’t automatically a top sales manager. Managers are tasked with all sorts of responsibilities. Some may be new and in which they need training. Some may be so outside their comfort zone it grinds them down into burnout.

      If you’ve ever wondered which path to follow, read this interview with Hired Engineering Manager Prakash Patel (or watch the video) exploring Engineering Manager or IC? Which Tech Career is Best for Me?

      If your burnout is due to hiring, we can help!

      At Hired, we know engineering managers would rather be working on projects than thinking about recruiting or hiring, but we make it easy to find the right person for your team. We offer solutions for hiring managers including an easy-to-use platform, a tech skills assessment product, and technical sourcing services. These services are available short or long-term and handle tasks including sourcing, screening, shortlisting, and more.

      Request a demo to see how our products and services can help you focus on your primary goal.

      This blog was originally written by Whitney Ricketts in 2016, and updated by the Hired Content Team in February 2024. More

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      5 Ways Managers Can Help Their Teams Avoid the Dreaded End-of-Year Burnout

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      According to Nuffield Health’s 2023 Healthier Nation Index, 44 percent of employees said their jobs had negatively impacted their mental health this year.
      Unsurprisingly, adverse feelings towards the workplace can ramp up as the festive season becomes a major source of stress and anxiety due to an intense social calendar, end-of-year reviews, and meeting tight deadlines.
      I’ll discuss how managers can prevent end-of-year burnout in their teams and encourage employees to protect their physical and mental health.
      #1 Get organized, early.
      If employees are feeling the weight of burnout due to excessive work demands, it’s time to reassess and reorganize your team’s project priorities.
      Consider scheduling one-to-ones or team meetings to review everyone’s current existing workload, to determine which assignments demand immediate attention and which ones can be postponed for a more suitable time.
      Additionally, when facing large and intimidating projects, it’s often helpful to spend more time together, working out how to break them down into smaller, more manageable chunks.
      If an employee’s schedule is overwhelmingly full, managers should support in finding solutions. This could include, for example, helping them to embrace the power of delegation. Whether employees outsource tasks to colleagues or externally, let them know seeking assistance does not mean they are failing or that they will be looked upon negatively.
      This is more helpful than risking missed deadlines or an individual becoming so overwhelmed that their productivity suffers.
      #2 Set boundaries.
      No doubt, there’ll be circumstances when you or team members have reached out to colleagues for additional support, and some of them have come back with ‘no,’ unable to help at that time.
      In the same vein, managers must be comfortable doing the same, even though many of us lean towards “people pleaser” behavior. This means it’s tempting to start saying ‘yes’ to additional work if you’ve managed to free your schedule slightly.
      Remind yourself that it is fine to say no to taking on extra responsibilities, try to set firm boundaries with yourself and your team, and let them know it’s OK to follow suit.
      Don’t just set boundaries for during office hours, either. It’s essential to do this after hours or if working remotely too. One example could be agreeing with everyone that none of you will check work emails in the evenings between certain hours so you can focus on spending time with loved ones and winding down after a busy working day.
      Other examples could be urging teams to take their full lunch periods, setting aside regular breaks, and leaving on time at the end of the day. Managers who lead by example make it easier for others to embrace their own wellbeing, too.
      #3 Encourage self-care.
      Lack of self-care is one of the most significant contributors to end-of-year burnout.  In fact, according to our 2023 Healthier Nation Index, only 15 percent of us take time to focus on self-care, when trying to support our mental health.
      Workplaces need to communicate ways for employees to prioritize self-care during the working day and when at home, and help build supportive environments that facilitate healthy behaviors.
      From inviting experts to help teams learn about the different self-care practices to researching new ideas that could potentially benefit the whole company, building awareness and positive behavior change is key to creating a workforce that makes self-care a focus.
      Small changes like five minutes of meditation or deep breathing exercises can be hugely impactful, helping employees maintain a state of calm, even during the busiest working periods. Psychological research has shown that moving and changing your environment and the stimuli around you improves problem-solving skills and mental focus.
      Encourage employees to go for a walk when they can and use their garden if they are working remotely. Ideally, actively build these activities into diaries or working practices.  More physical activity will release anxiety-reducing endorphins, which help improve mood and reduce stress.
      #4 Notice signs of chronic stress.
      I’m often asked, ‘How do we know when someone has reached ‘chronic’ stress levels?’
      The answer is if you notice stress affecting an employee’s ability to live an everyday life and perform their daily work routine.
      While this is by no means an exhaustive list, signs of chronic stress include indecisiveness, mood swings, procrastination, an increase in errors, and even increased absenteeism.
      According to a report, long-term stress weakens the responses of the immune system, because stress decreases lymphocytes, the white blood cells that help fight off infection. This means highly stressed individuals are potentially more at risk of colds and sickness than those experiencing minimal or average stress.
      You might notice those suffering from chronic stress are working more or regularly staying late to complete tasks. Ironically, people often do this because they believe it helps them avoid these feelings.
      This can also lead to leavism – employees using leave days to catch up with work. This is an ineffective coping mechanism. We end up ignoring our relationships, eliminating our social lives, eating, and sleeping poorly.
      #5 Make the most of workplace support.
      One of the longer-term side effects of staying in a heightened state of stress for too long, is that it can impact our physical and mental wellbeing. This can lead to mental health concerns like anxiety and depression. That’s why it’s so important to let employees know their mental health should always be a priority.
      If you think an individual’s mental health is seriously affected by the stresses that come at the end of the year, you should signpost them to your work’s wellbeing offerings.
      Many businesses provide support for stress and personal problems through workplace mental health support like cognitive behavioral therapy CBT, or employee assistance programs (EAPs).
      These offer direct, confidential contact with experts who can support individuals with emotional distress, from family issues, work-related problems, addiction, and mental ill-health.
      #6 And finally, kindness is key…
      Practicing kindness to others and yourself is crucial, especially at this time of year.
      Mounting personal and professional pressures in December can cause everyone to hold themselves to an impossible standard and set an insurmountable to-do list.
      Remember that no matter what level we have reached at an organization, everyone can only do their best to get everything done without compromising their emotional wellbeing.
      By treating ourselves and others with kindness and understanding, we not only reduce the risk of burnout but also enhance our ability to be present, enjoy festive moments, and engage more meaningfully with our work and personal lives, all year round.
      By Gosia Bowling, Mental Health National Lead at Nuffield Health.
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      Are You Burnt Out (Or Do You Really Just Hate Your Job)?

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      The difference between the two and what to do about it

      Your career may be a large part of your identity. It takes up many of your waking hours and might even feel like your life. This is especially true when it feels like work stress is creeping into your subconscious.

      If you mention how drained your job is making you to a coworker or friend, chances are they’ll start nodding knowingly. They’ll probably ask if you’re burnt out. But not all symptoms of panic and dread about going to work in the morning are created equal. 

      Many signs of burnout could just be signs you hate your job and are ready for a change. It’s a tricky distinction, and much of it relies on your intuition. 

      Understanding burnout

      Burnout is more than just a bad day. It’s a chronic state of stress leading to physical, emotional, and mental exhaustion. You might experience: 

      Feeling tired and drained most of the time

      A sense of detachment from your job

      A feeling of ineptitude and a lack of achievement

      Understanding job dissatisfaction

      Job dissatisfaction is deeper than the occasional work annoyance – it’s persistent. It’s a fundamental mismatch between you and your job. Perhaps you relate to the following: 

      Your job doesn’t align with your personal values or career goals

      The environment has a toxic culture, lack of support, or poor management

      Feeling stagnant with no scope for advancement or skill development

      Differentiating burnout and job dissatisfaction 

      Now, let’s get into the reflective questions that will help you determine whether you need a break from or a break up with your job. To differentiate between the two, consider these questions.

      1. Are your symptoms physical?

      Yes, doing something you hate every day can take a toll on your body. But a dislike of your job is less likely to manifest itself in your body the same way true burnout would. If symptoms like headaches, backaches, panic attacks, or stomach issues are weighing you down, it’s likely burnout you’re dealing with. It sounds trite to say, “If you think you might be experiencing burnout, ask your doctor!” However, it can be clarifying nonetheless.

      2. Does your work monopolize too much time?

      Are you expected to have your phone on and accessible at all times? Are you regularly working 60+ hour weeks? Is the ability to take time off limited? Burnout can be caused by plain old exhaustion. It’s easy to feel fatigued when your job demands more time from you than is healthy. Of course, it’s possible to be burned out on any job, even if you’re just working part-time. But if the time constraints of your work are low and your dread of doing it is still high, you might just hate your job.

      3. Can you see yourself being happy in another job?

      Whether you’re burnt out or over it, writing a traditional pros and cons list likely isn’t too helpful. However, brainstorming what might make your work situation feel more palatable might give you helpful insight into what the cause of your distress is. Sometimes processing your thoughts on paper really helps come to a conclusion.

      The level of ease with which you create this list (if you can create it at all) is a good clue as to whether your distress comes down to dislike or burnout. The apathy and fatigue uniquely associated with burnout make coming up with ideas about how to improve your situation a supremely difficult task. So, if you’re struggling to create even a basic list, you’re likely burned out.

      Related: Leaders Share Tips to Build Career Resilience as a Woman in Tech 

      4. Does a mini break help?

      Taking a tiny break should give you a clue as to whether your feelings toward work boil down to burnout. Take a three-day weekend. Sleep in. Hang out with your family. Put a little time into your passion project or a hobby. Turn off your phone. 

      Check in with yourself on Monday morning and see if the dread of going in to work subsided at least a tiny bit. Three days isn’t enough to eradicate burnout, of course. However, if you haven’t gotten at least a slight amount of relief from a short period of recharging, it’s probably not burnout.

      Dealing with burnout and job dissatisfaction 

      Managing burnout requires a focus on self-care and possibly professional help:

      Are you taking enough time for yourself outside of work?

      Would speaking to a professional offer new perspectives and coping strategies?

      Have you established healthy work-life boundaries?

      Addressing job dissatisfaction involves more drastic changes:

      Are there changes in your current job that could improve happiness?

      Is it time to consider a change in career direction?

      What skills can you develop to open new opportunities?

      Related: Is It Time to Quit Your Job? How to Leave Without Burning Bridges 

      Advice from a career coach on making a change

      We asked Certified Career Coach, Resume Writer, and Interview Professional Christy Rosen, to weigh in on facing burnout and job dissatisfaction.

      She says, “I believe job dissatisfaction largely stems from being in a job where you’re not using the skills innate to you. This relates to the Japanese philosophy of ikigai. It’s a concept referring to the reason for being. A lot of times, you’re not where you’re meant to be. This should lead to deeper reflection on thinking about and finding your purpose.

      Examine the job as a whole and what you are and aren’t good at. Then, align. What does it look like to move in a different direction? Rather than fixating on grand or drastic shifts, explore self-discovery, reflect on your ideal daily life, and implement gradual habit modifications.”

      As a starting activity, Christy suggests you rate yourself on a scale of one (not good) to five (great) in these categories:

      Self-actualization

      Self-worth

      Meaning

      Growth

      Freedom

      Life satisfaction

      Creativity and transformational experiences

      Purpose and gratitude

      Harmony and connection

      Values

      Roles and relationships

      Presence and hopefulness

      Work, hobbies, and interests

      Interviewing while burnt out or dissatisfied

      If you interview for new roles during this time, exercise caution. Be sure you’re in the right frame of mind to project the image you want. Your mental health is important and if you’re miserable, it will show. It’s not about “faking it,” but an attitude of “I’m ready for a role with more autonomy (or XYZ) is going to come across better than “I hate my job – get me out of here.”

      Take some time for self-care through meditation, journaling, or anything that allows you to reset and find some joy. Then use that to launch yourself into a better place. 

      Related: Phone Interview Tips: 19 Keys to Land a Second Interview 

      When it comes to job dissatisfaction, finding a better one that brings you fulfillment and joy is worth working toward. It’s not just about enduring your job but about thriving in your career. However, if it’s burnout you’re dealing with, give yourself a much-needed recharge. 

      Originally written by Lauren Hoffman in September 2016. Updated by the Hired Content Team in November 2023. More

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      5 Ways to Help Employees Manage the Psychological Stress of Hybrid Burnout

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      COVID-19 changed many employees’ work routines, both in positive and negative ways.
      As a result of long-term remote working, many companies are considering introducing hybrid working models, giving staff the option of combining working from home with going into the office.
      However, hybrid working could also have a significant impact on employee mental health with many reporting symptoms of ‘hybrid burnout’.
      Burnout is defined as a phenomenon ‘resulting from chronic workplace stress that has not been successfully managed.’ In 2020 it became a recognized condition by the WHO.
      Hybrid burnout is the result of juggling long hours working from home with commutes to offices, which can not only be physically exhausting but also take a considerable toll on employee stress levels.
      But what can businesses do to help employees manage the physical and mental health implications of a hybrid working environment?
      1. Recognize the signs
      Individuals in management should become aware of the signs and symptoms caused by hybrid burnout, as well as what they can do to prevent or respond to it.
      Staff may become fatigued, forgetful, and struggle to concentrate, with so much going on around them. Early on, this may make people feel worried, irritable, on edge, or tense.
      Further down the line, this anxiety – caused by juggling multiple work environments- may become so severe that it affects professionals’ ability to work productively (or at all).
      There are also potential physical symptoms to consider, like heart palpitations, shortness of breath, dizziness, and headaches.
      2. Assess company culture
      A Gallup study revealed the main causes of burnout are not the nature of the work itself, rather, how a person is treated and managed while they are working.
      Consider how different leadership approaches might impact employees. For example, behaviors like bias or unfair corporate policies can cause stress and lead to overworking, with staff feeling a need to ‘prove their worth’.
      Make certain that healthy work behaviors are modeled from the top. Help employees understand their value to the company and their contributions to the organization’s goals. Employees feel more valued, and display more motivation in the workplace if, and when, they understand their exact role in the greater purpose.
      Take a few minutes each week to update employees on company news and how your team’s actions are contributing to the company’s overall success.
      Also, make time to tell staff specifically what you value about their contributions. Try to build this into your regular routines, perhaps by starting your team meetings with shout-outs acknowledging the accomplishments of individual team members.
      3. Encourage conversations
      As well as ensuring all staff feels appreciated and comfortable in their roles, managers need to ensure they demonstrate to their teams that the business has an open, supportive and welcoming approach when staff are distressed or finding it difficult to cope.
      Employees need to feel conversations about difficulties surrounding work are both welcomed and expected.
      This requires employers to feel empowered to enable better conversations about mental health in the workplace. At Nuffield Health, we introduced Emotional Literacy training for all staff.
      92 percent of whom took the training stated they felt able to support a colleague in distress. Initiatives like this build an open community, and a common language, encouraging more people to say “I’m not OK” and ask others “Are you OK?”.
      Employees should also be signposted to any other designated people, like, mental health champions for additional support.
      4. Communicate set policies
      It’s important company policies that promote good work/life balance are widely communicated. With hybrid working, this means using multiple channels to ensure you reach all employees, whether it’s through company social media platforms, emails, or even by text alerts.
      Actively nurturing and promoting reasonable work hours, including, if necessary, encouraging employees to go home, when in the office late, or messaging them to ‘go offline’, at the end of their regular workday if you recognize a pattern of unhealthy overworking.
      Help assess workloads for those who feel pressured to remain working beyond normal business hours and let them know there is always support available and additional resources to help them manage mounting projects or multiple deadlines.
      Sometimes employees simply don’t realize these are things they are welcome to ask for.
      5. Provide professional emotional wellbeing support
      A recent Nuffield Health whitepaper revealed spending more than 2.5 days a week working away from the office can be associated with deterioration in co-worker relationships and job satisfaction.
      For those having difficulty with the balance between remote and office life, consider introducing professional wellbeing support like Employee Assistance Programmes (EAPs) and timely access to effective psychological therapy (such as Cognitive Behaviour Therapy).
      These interventions can be delivered remotely or face to face and give individuals access to a specialist who can help them understand and break unhelpful thinking patterns and “what if” thinking that may exacerbate stress and burnout in uncertain times.
      By Gosia Bowling, National Lead for Emotional Wellbeing, Nuffield Health.
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      Overcoming Burnout as a Recruiter

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      Burnout is no joke. It’s an extreme state of exhaustion that can manifest as demotivation, anxiety/stress or feeling overwhelmed. Unsurprisingly, the rates of burnout have risen exponentially since the beginning of the pandemic. In fact, web searches for the phrase ‘signs of burnout’ were up 150% in 2020 from previous years, as many workers felt extra pressure to perform to help their companies navigate through the pandemic.
      Like in many industries, working in recruitment has had its challenges over the past 14 months. At the beginning of the pandemic, many recruiters found it difficult to get in touch with clients as they swapped their offices for home working and put many roles on hold overnight. Alongside this, candidates felt either disheartened while job hunting or stuck in their current roles as they didn’t want to risk moving to a new role due to the economic downturn.
      Now, as the market across many sectors rebounds and new roles are being called into agencies, it may be a difficult (and tiring) transition for many consultants as they try to keep up with demand. If you find yourself in this position, you’re not alone! Below, we’ve outlined four key actions you can take to protect your mental energy and prevent burnout over the coming months.
      Recognize your personal cues
      While chatting to Lead Consultant for Tiger HR, Aseel Ibrahim, on our Tiger HR Tales podcast, Tracey Carlton from BLME said it perfectly: “it’s so important to be kind to ourselves, and allow ourselves to just have those moments”. Part of this is educating yourself on your personal cues that indicate something isn’t right. Maybe you’re not sleeping very well, or you’re skipping the daily walk you usually look forward to. We recommend letting those around you know what they should look out for if you believe you’re in danger of becoming burnt out, as they may be able to pick up on these things before you do.
      Stand up and say “I’m not OK”
      Remember: you can only manage so much. We’re all still dealing with the effects of the pandemic, and so it’s normal to feel unmotivated or overwhelmed at times. If, however, you think you’re at the point of burning out, you need to speak to your manager. By reaching out and asking them to re-prioritize your workload, you can get your to-do list back under control. In these situations, taking a step back and assessing where you need help is essential.
      Draw a line around your boundaries
      As teams continue to work remotely or partially remotely, over-communication is key. This is also the case when it comes to your boundaries. At the very least, you should let your team know when you’re finishing up for the day and when you’re taking your lunch break. If you need to take a few hours out to finish paperwork or work with minimal distractions, block that time out in your diary and protect it like you would a meeting with a client. These healthy behaviors will demonstrate to your team the importance of separating work from home time, which in turn should help prevent overworking.
      Build a support network
      Whether it’s your desk buddy or your best friend, having at least one person you can offload your thoughts and feelings to is so important when dealing with difficult situations. Organizing regular catch-ups with your support network is essential to check in with how you’re feeling. It could be something as simple as a five-minute chat at the end of the week, or a monthly get-together over drinks. Whoever you choose, you need to give that person the permission they need to step in if they see you displaying negative behaviors. This way, they can act as a sounding board for potential strategies for coping and can get you through even the most severe bouts of burnout.
      As recruiters, we often experience times of extreme pressure. We may have to work long hours or become stressed when preparing shortlists for several different clients at once. However, when it comes to feeling burnt out, you need to act quickly in order to prevent yourself from becoming sick or unable to function. By taking steps to prevent the cause, you should be able to overcome burnout and promote healthier ways to manage your mental health and wellbeing.
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      E-presenteeism and Burnout: Impact of Mental Health on Employees

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      New research reveals that three in five (58%) HR managers fear that the mental health impact of working from home due to Coronavirus is so great that they will lose staff, who could be forced to take time out of work due to burnout. The research, commissioned by LinkedIn, the world’s largest professional network,  in partnership with […] More

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      Work-Related Stress Causing Burnout for Nurses

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      With the Coronavirus pandemic gripping most of the globe it comes as no surprise there is considerable pressure on our medical staff. Frontline medical workers such as doctors and nurses bear the brunt of a world health crisis like the one we are currently facing. It will be no surprise that research has found a […] More

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      Are Unlimited Holidays a Cure for Burnout?

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      The workplace epidemic of ‘burnout’ is on the rise and experts have suggested that unlimited holidays may provide a solution. Perkbox recently conducted a survey of 1,342 working Brits to reveal opinions surrounding unlimited holidays and the impact that these policies are having on the fight against burnout. Perkbox’s study shows that this initiative is […] More