Burnout is fast becoming one of the most serious threats facing organisations, and recent findings from HiBob suggest it could be the biggest risk to businesses by 2026. With financial pressures prompting cuts, teams becoming stretched as they absorb extra responsibilities, and recruitment slowing across many sectors, employees are feeling the strain more than ever. If this pressure isn’t managed effectively, it can quickly tip into burnout, leading to higher long-term costs, reduced productivity, and further staffing challenges for employers.
Managing this isn’t just about promoting wellness — it’s a strategic imperative for any organisation that aims for long-term success.
Key Survey takeaways and the Impact on Internal HR Teams
The survey was completed by people personnel and showed that 46% believe that burnout will be the biggest problem for organisations next year. 42% of people taking part in the survey said burnout is the most emotionally demanding part of their role. 63% said they feel HR is the company’s ‘crisis hotline’.
This shows that burnout has increased so much that it’s now having a negative effect of internal HR teams. 61% said that once they have provided support to improve everyone else’s wellbeing, they have no energy to improve their own. 59% feel they have higher emotional strained compared to the same time last year.
Understanding Burnout
Before addressing the issue, it’s important to understand what it is. The World Health Organisation (WHO) recognises burnout as an “occupational phenomenon” characterised by feelings of energy depletion or exhaustion, increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job, and reduced professional efficacy.
Signs of Burnout to Watch For
Employers should train managers to identify signs of burnout, which can include:
- Decreased productivity and work quality
- Withdrawal from colleagues or clients
- Increased absenteeism or tardiness
- Visible signs of stress or frustration
Strategies to Manage Burnout
1. Foster Open Communication
Create an environment where employees feel comfortable discussing their workload, challenges, and suggestions without fear of negative repercussions. Regular check-ins and anonymous feedback tools can facilitate this dialogue.
2. Promote Work-Life Balance
Encourage employees to maintain a healthy balance by setting boundaries on work hours, respecting time off, and offering flexible scheduling when possible. Remote working options can also reduce commute stress and provide employees with more control over their work environments.
3. Provide Adequate Resources and Training
Ensure that employees have the tools, resources, and training necessary to perform their jobs effectively. This reduces frustration stemming from feeling ill-equipped to handle job demands.
4. Recognise and Reward Efforts
Acknowledging hard work and achievements can go a long way in making employees feel valued. Recognition programs, bonuses, and even simple ‘thank you’ notes can boost morale and decrease burnout.
5. Encourage Regular Breaks
Short, regular breaks throughout the day can help to prevent the mental and physical exhaustion that leads to burnout. Consider creating ‘quiet zones’ or ‘relaxation spaces’ where employees can take a break from their workstations.
6. Implement a Reasonable Workload
Regularly review workloads and adjust them as necessary to ensure they are aligned with employees’ capacities. Utilise project management tools to better distribute tasks and monitor workloads.
7. Offer Mental Health Support
Provide access to mental health resources such as Employee Assistance Programs (EAPs), counselling services, or mindfulness and stress management workshops. You can even offer your management team mental health training.
8. Cultivate a Positive Work Environment
A supportive workplace culture that prioritises well-being can reduce burnout. This involves building a strong community, promoting inclusivity, and handling workplace conflicts effectively and compassionately.
9. Lead by Example
Leadership should model healthy work habits. If leaders are visibly overworked and stressed, it sets an unspoken expectation for employees to do the same.
10. Monitor and Act on Burnout Trends
Use surveys and health metrics to gauge burnout levels within your organisation. If a pattern emerges, it’s crucial to act swiftly to address the systemic issues causing widespread burnout.
Outsourcing HR – The Cost Effective Solution to Improve Internal HR Burnout
Outsourcing HR offers a practical and affordable way to ease the pressure on internal teams who are already stretched thin. Many HR professionals are so focused on supporting the wellbeing of the wider workforce that they have little opportunity to protect their own, which ultimately increases the risk of burnout. With budgets under strain and recruitment pauses becoming more common, bringing in additional permanent HR staff is simply not an option for many organisations.
This is where outsourced HR support becomes a cost effective alternative. By partnering with experienced specialists, businesses can relieve internal teams of time consuming and complex tasks such as employee relations, policy development, compliance, and day to day HR administration. This not only frees up valuable time but also ensures HR teams have the breathing space they need to focus on strategic priorities and their own wellbeing.
The HR Booth Experience in Working with Internal HR Teams
Our team regularly works alongside in house HR professionals, acting as an extension of their department. We provide flexible support that can scale with demand, offer expert guidance when issues arise, and help reduce the mounting workload that often leads to stress and burnout. For many businesses, outsourcing has become a vital lifeline, offering both financial efficiency and a meaningful way to protect their internal HR team’s health and performance.
Conclusion
Managing burnout is not a one-off activity but an ongoing process that should be integrated into the company’s culture. By taking proactive steps to address the underlying causes of burnout, employers can not only improve the well-being of their employees but also enhance productivity, retention, and ultimately, the success of their organisation. Remember, the cost of ignoring burnout far exceeds the investment in preventing it. Let’s create workplaces that are not just productive but also nurturing and sustainable.
