Supporting Employees Facing Burnout- - Look for symptoms like fatigue, irritability, and decreased productivity. - Create a safe space for employees to share their concerns. - Promote taking time off to recharge. - Offer access to support services. - Reevaluate and redistribute tasks to prevent overload.

Encourage proactive observation to recognize early signs of burnout, such as decreased performance, increased cynicism, or physical symptoms like headaches. By staying vigilant and approachable, you create a supportive environment where employees feel safe discussing their challenges.

Au delà de la détection de la fatigue des ressources par le management de proximité, il faut que le management se dote d'outil de mesure de la charge et des ressources mises à disposition pour y répondre. La mesure doit être réalisée sur la base de la productivité qui produit le meilleur niveau de qualité intrinsèque, la satisfaction clients et collaborateurs, de maîtrise du risque opérationnel. L'ajustement des ressources et de l'expertise doit se faire par tout le management sur l'évolution du triptyque de la Productivité/qualité/risque. J'ai mis en place des outils de mesure et un système de management des ressources dans des banques présentant des saisonnalités de la charge de + ou mois 20%.

Agree to the above however as an HR partner or manager one needs to look above the obvious. Sometimes overdoing things like sitting late hours or being available even after work hours, sending emails at odd hours are classic signs not to be overlooked. One should connect with such employees if this is frequent in nature.

Most importantly don't try to "fix" the employees! First, seek to understand what the organisational stressors are that are causing employees to burnout. Ideally use someone external to avoid conflict of interest and internal pressures. Audit the people in leadership and management positions: What is their management style? Does it align with the values of the organisation? Have they received adequate training/coaching to effectively lead? Assess the autonomy and flexibility of each employee to manage their time and role effectively; without this, all employees will eventually burn out. Do employees have the knowledge, skills and abilities to perform the roles they are in? Be prepared to hear some inconvenient truths, pivot and reset.

Practice active and empathetic listening when employees express their concerns about burnout. Create a safe space for open dialogue where they feel heard and understood.

Offer flexible work arrangements, such as remote work options or flexible hours, to empower employees to manage their workload more effectively. Providing autonomy in how and when tasks are completed can alleviate stress and enhance job satisfaction.

Providing work flexibility during non peak periods, even distribution of work and regular check-in in work and stress level is absolutely important.

Too often leaders think that "self-care" is the remedy for crushing workloads! Real leadership is about lightening the load, not blaming those who are carrying it.

The leadership can play strong role in being the mascots of work life balance and should be open to offer the same to their teams. Engagement activities like mental well being channels , sports events , recreational activities also can be incorporated.

In toxic, burnout cultures, employees are forced to use weekends, holidays and vacation time to recover from the crushing demands of their jobs. In healthy cultures, weekends, holidays, and vacation time are for spending quality time with family and friends and to focus on life's other priorities. Organisations that *genuinely* care for their people will not force them to sacrifice their families, friends, health and other priorities to meet exploitative work demands.

I think it’s about addressing the causes and not the symptoms. Addressing the symptoms is asking employees to take a holiday but then come back to same workload, offer snacks and refreshments in the office but then expect them to stay in the office, provide in office yoga sessions but then expect them to make up that time. Burnout is caused by excessive workloads and under resourcing, lack or role clarity, an unhealthy culture, lack of appreciation and reward. Starting with addressing any of those things would be my suggestion.