How to help your team achieve balance instead of burnout

As we mark Mental Health Awareness Day this week, we look at how managers can help employees achieve a positive work-life balance.

How big is the problem?

A 2024 report suggests that almost 80% of employees experience burnout. It’s also estimated that employee burnout is one of the leading reasons for resignations.

In fact, according to Mental Health UK’s Burnout Report, nearly half of UK working adults say their employer doesn’t have a plan to spot the signs of chronic stress and prevent burnout in their employees. What’s more, the UK experiences a staggering 23.3 million sick days per year, costing employers billions.

What is burnout?

Simply put, burnout refers to a state of physical and emotional exhaustion and is a globally recognised condition by the World Health Organisation (WHO). Symptoms can include feelings of energy depletion or mental exhaustion and reduced efficiency in a role.

The three most common catalysts that contribute towards burnout are thought to be increased workloads, mental health challenges and pressure to meet deadlines. The consequences of these combined have an impact on productivity and motivation and can ultimately lead to employees leaving their jobs.

Recognising the signs of burnout

As burnout is often progressive, it can be hard to spot the signs until an employee is feeling completely overwhelmed. However, spotting the signs before they develop further is the best way to make an early intervention.

In this webinar, Karen Skidmore shares why traditional to-do lists often lead to overwhelm and how to manage your diary effectively:

These are thought to be typical stages of burnout:

• Honeymoon period: When a new employee starts they are typically enthusiastic and productive

• Balancing act: When an employee starts to experience common symptoms of work-related stress

• Chronic stress: When an employee starts to experience more days of stress than good days without. This usually presents itself as an employee not completing tasks as well as they may have previously, taking time off sick or procrastinating

• Burnout: When the previous stages are not addressed this usually translates to decreased energy levels, missed deadlines and more procrastination

• Habitual burnout: When left untreated, burnout starts to become normal for the employee

How to help and the right to disconnect legislation

Prevention is better than cure, so being aware of employees’ stress levels is essential.

As part of Labour’s plan to Make Work Pay, it has set out its intentions for employment law. As part of this, it recognised that the pandemic led to a change in flexible work and working practices, but that these lines are often blurred and that the culture of presenteeism is damaging morale and productivity.

Taking inspiration from other countries, Labour promised to “promote a positive work-life balance for all workers”. It intends to achieve this by introducing the “right to switch off” and stopping employees’ homes from becoming 24/7 offices.

Although some employers may feel it’s beneficial to the business to have employees working out of hours to get a job done or respond to queries, it’s also damaging and can lead to burnout.

It is hoped that the right to disconnect will counteract this, helping to promote staff wellbeing and for employers to demonstrate that they care for their employees (which ultimately will help them keep and attract new staff). It is expected that the government will introduce the right to disconnect as a code of practice, rather than as a piece of legislation, so it’s advisable to incorporate this into policies now.

Pillars to have in place

Set boundaries so that employees know what’s expected of them. It’s also a good idea to lead by example and demonstrate a healthy work-life balance.

• Create a culture of open communication

Schedule regular catch-ups so that employees don’t ever feel isolated or overwhelmed. This is also a good way to manage workload and priorities.

This should give staff the chance to flag any issues they are experiencing if they feel they can communicate openly. Mind has a really useful guide to having conversations about mental health in the workplace, including a conversation checklist and a wellness action plan template.

• With the impending employment law changes, no matter how small your business, make sure you have a flexible working policy in place and consider what flexible options you can offer employees

• Make sure staff can take regular breaks during their working hours and take their annual leave

• Consider the right to disconnect and make sure that staff are not taking work home with them, or being contacted by the business outside of working hours

• Invest in Mental Health First Aid training to be able to spot the signs of burnout and understand how to support

• Introduce employee assistance programmes (EAPs), which offer employees professional help and guidance. There are cost-effective solutions available for small businesses

• Create a culture of open communication where staff can talk about any issues they are experiencing without fear of reprisal

If you suspect that an employee is struggling. step in and work collaboratively with them. Create an action plan so that they know they are not alone.

According to Mind:

“Managing and supporting people’s mental health at work is a critical and growing challenge for employers. Promoting good health and wellbeing is a core element of providing good work for people and improving their working lives.

"Equally important are the positive business reasons for supporting staff mental health: positively managing mental health can reap rewards in terms of staff engagement, performance and loyalty.”

Great examples in practice

There are already great examples of wellbeing initiatives across businesses, both large and small.

Here are some great examples we’ve seen from our clients:

• Introduction of a monthly masseuse to give staff a break for a treat

• Book a monthly barber or nail technician to come into the workplace and offer staff a monthly treat

• Lunchtime walk about where a group meet in the afternoon to pound the streets to get fresh air, exercise and chat. Equally, walking meetings or calls can be great just for getting away from the desk

• Signposting for support in the office (bathrooms or stairwells are good locations). Organisations such as Mind will have posters and resources to print out and display

Useful resources

• Mind has workplace guides for employers to support staff

• Headspace for work is a science-backed meditation and mindfulness solution for the workplace

• Startwell is MHFA England’s new workplace mental health diagnostic service

• Wellness Cloud has a library of engaging resources and a mental health app to support staff wellbeing

Relevant resources

• Passion burnout: 'How I cope with it and how you can too'

• Lunch and Learn: Developing a positive workplace culture

• The causes of employee burnout (and what to do about it)