Recent statistics reveal that 79% of UK workers experience burnout at work, highlighting the urgent need to address work-related stress. Burnout is characterised by chronic stress that leads to emotional exhaustion and disengagement, ultimately harming both employee well-being and organisational performance.
International Stress Awareness Week, taking place from November 4th to 8th, serves as an important reminder for organisations to prioritise mental health. This week encourages open conversations about stress management and promotes strategies for creating a healthier workplace environment. In this article, we will discuss the crucial role that HR plays in implementing these strategies, and how HRIS consultancy can be instrumental in building a supportive culture that effectively mitigates burnout amongst employees.
Burnout is a state of chronic workplace stress, which often leads to exhaustion, reduced performance and a negative outlook towards the workplace and job. In a 2024 survey, 63% of employees noted experiencing at least one symptom characteristic of burnout.
It is most often caused by a lifestyle full of stress, feeling a lack of control or an unmanageable load of work or duties. Working long hours without adequate time to rest and recover is a major factor in burnout, as the sympathetic nervous system is unable to leave ‘fight or flight mode’, a physiological reaction to a stimulus that is perceived as stressful or threatening.
It has been reported that 80% of individuals currently experience moderate to high levels of stress, an increase by 4% since 2023. Workload is cited as the top stressor for job-related stress (65%), with a lack of control and support following after.
Spotting signs of burnout amongst staff is a critical role of HR professionals. To do so, they should look out for the following signs:
It is highly valuable to gather regular employee feedback to gain an understanding of their work and wellbeing. Mental health check-ins and one-to-ones are also a great way to discuss how staff are feeling and make any necessary adjustments. These can both be integrated into HRIS systems, making it easier than ever to improve your employee’s mental and physical health.
Recognising these signs is crucial for HR professionals, as early identification can lead to effective interventions, nipping stress in the bud before it develops into burnout.
To build a burnout-resistant culture, it is essential to promote a proper work-life balance amongst staff. HR teams and management can implement this by offering flexible work schedules and remote working options; 78% of workers in the UK have reported an improved work-life balance after adopting remote working.
To ensure ample rest and recovery time during the working day, it is imperative that all employees take regular breaks, which HR should actively enforce. This allows staff to detach and recharge from the stress of their work, overall improving their wellbeing and productivity.
Fostering a supportive work environment amongst all levels of employees can reduce the feelings of isolation and lack of support that come with burnout. Encouraging open communication allows employees to express concerns, share feedback and feel heard, which can alleviate loneliness and prevent minor issues from escalating into major stressors. When employees know they can talk openly without fear of repercussions, they are more likely to seek support before stress becomes overwhelming.
Additionally, implementing mental health resources like counselling services and wellness workshops can equip staff with tools to manage stress proactively. Access to these resources normalises mental health care in the workplace, promoting a culture where employees feel empowered to seek help when needed.
HRIS tools can be leveraged to streamline wellness initiatives, allowing HR to track work hours, break frequency, performance analytics and any data gathered from staff surveys and reports. This information can provide insight into staff behaviours in the workplace, which HR teams can then take action from.
Overall, a proactive approach to burnout, addressing it at the source rather than just on a symptomatic basis, is highly beneficial for employee happiness and organisational success. With proactive steps to address and prevent burn out, like workload reduction, employee feedback, open communication and flexible working, HR teams can see a rise in the mood, productivity, attendance and retention of their staff. By utilising the full capabilities of HRIS systems, a true difference can be made in the workplace and the stressors that lead to burnout stopped in their tracks.
Receiving assistance from a HR consultancy like Phase 3 can allow a business to prioritise their staff’s wellbeing and improve overall company culture by implementing stress reduction strategies, providing solutions to overbearing workloads, flexible working patterns and training on how to fully utilise HRIS features. Maintaining a happy, burnout-free work environment can come with challenges, but one of our experienced HR consultants can guide your business through every step of the way. Contact us today to make a lasting impact on your workplace and the people in it.
Assad founded Phase 3 in 2004 and is responsible for the strategy, growth and finances of the business.
