A continuación, te explicamos cómo puedes identificar los signos de agotamiento en el lugar de trabajo.
Reconocer el agotamiento en su lugar de trabajo es crucial para mantener un ambiente de trabajo saludable y garantizar el bienestar de su equipo. El burnout es un estado de agotamiento emocional, físico y mental causado por un estrés excesivo y prolongado. Ocurre cuando te sientes abrumado, emocionalmente agotado e incapaz de satisfacer las demandas constantes. A medida que el estrés continúa, comienzas a perder el interés y la motivación que te llevaron a asumir un determinado papel en primer lugar. El agotamiento reduce la productividad y agota tu energía, dejándote sintiéndote cada vez más indefenso, desesperanzado, cínico y resentido. Eventualmente, puede sentir que no tiene nada más que dar.
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Ryan TannaFounder @ Blinktime | Schedule, Manage and Report on Flexible Work
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Meryem AdakOrganisational Culture & Employer Branding Consultant | HR-Tech Entrepreneur | Personal Brand Coach | LinkedIn Alum
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Dean ManivanhSenior Advisor, Inclusion and Belonging at Ministry of Business, Innovation and Employment
El agotamiento suele ser el signo más notable de agotamiento. Es posible que observes que tus colegas parecen estar constantemente cansados, reportan falta de sueño o tienen dificultades para concentrarse. No se trata solo de tener un mal día; Es un estado crónico. Pueden comenzar a trabajar más tarde, terminar antes o tomar descansos más largos. Su energía habitual parece haberse evaporado, e incluso pueden verbalizar su cansancio o falta de entusiasmo por las tareas que antes abordaban con vigor. Preste atención a estas señales, ya que son fuertes indicadores de que un empleado podría estar experimentando agotamiento.
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Burnout manifests in both visible and invisible signs. Visible signs include overworking—noticeable if employees skip breaks or are active on Slack at unusual hours. It's essential to enforce strict working hours and ignore communications outside these times. Invisible signs are harder to measure but can be spotted in meetings, for example, where employees might appear disengaged, keeping cameras and microphones off. This lack of participation often indicates mental disengagement. Policies that promote mental focus and respect for personal time are crucial in preventing burnout. Prioritise engagement and monitor work habits to safeguard employee well-being.
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Some signs to keep a watch out for is the change in appearance. Those that are burned out will not dress as their usual self. This isn't a seasonal change but the effort put in will be the minimum. Along with this, they will look tired and become 'smaller'. This means they will reduce their work to a task instead of being part of the work environment. They will also have negative or not in line reactions to simple requests or changes. They will take more frequent or longer breaks as well.
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"Identifying signs of burnout in the workplace involves monitoring changes in productivity, engagement, and behavior. It's crucial to encourage open communication, offer support, and promote a healthy work-life balance to mitigate burnout risks."
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Top 3 Signs of Burnout in the Workplace 1. Decreased Performance: A decline in job performance and productivity. Work quality may suffer, and work includes more errors and mistakes. 2. Cynicism and Detachment: Leads to feelings of cynicism, detachment, and depersonalization towards work and colleagues. The employee may adopt a negative or cynical attitude towards their job, coworkers, or the entire organization. 3. Increased Absenteeism and Presenteeism: Increased absenteeism as employees may feel too exhausted or overwhelmed to come to work. On the other hand, some employees may exhibit presenteeism, where they physically show up to work but are emotionally and mentally disengaged, leading to reduced productivity and effectiveness.
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In addition, criticism with no solutions especially for someone who was a problem -solver in the organisation Unexplained absence that is increasingly more common
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One of the ominous signs of the burnout is the exhaustion of the employees. They might feel sleepy , demotivated and lapse in their concentration often than not. Energy factor seems to be matter of concern. Sometimes, they are vocal and sometimes their body languages speaks a volume about their burnout. They often slip for Coffee or tea-breaks or can be seen normally taking yawns at their workplaces. They take more time to complete the usual task that they were completing earlier in few hours. Such monotony needs to broken in order to ensure that employees are not suffering. You need to pay attention to details for the burnout symptoms.
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Pay attention if your world seems to “lose color”, seem more “grey”, increasing negative thoughts and feelings even when you are trying actively to think positively. How long have you been in deficit mental and/or physical energy?
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What, if any, is the supervisor or lead's responsibilities when witnessing these trends in a previously out-performing and positive employee?
Cuando alguien se está agotando, su rendimiento laboral a menudo se ve afectado. Las tareas que antes completaban de manera eficiente ahora pueden llevar más tiempo o pueden cometer más errores de lo habitual. Podrían estar incumpliendo los plazos o mostrando una falta de atención a los detalles. Esta disminución en el rendimiento suele estar fuera de lugar para ellos y es una señal de alerta que no debe ignorarse. Es importante diferenciar entre un desliz ocasional y una tendencia persistente, ya que esta última sugiere un problema más profundo que debe abordarse.
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If a top performer shows signs of burning out, it may be that they perceive they are packing the full load for the group. In addition to talking to the burning out person, consider taking measures to aid the performance of the group as a whole. A top performer will often respond well to taking on a coaching role to help others up their performance output.
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The key is noting negative trends over baseline eg Increasing “little” mistakes, accidents like being less coordinated, difficulty paying attention or screening out sensory input. Being more absentminded.
Una persona que experimenta agotamiento puede retirarse de las interacciones en el lugar de trabajo. Es posible que comiencen a aislarse, almorzar solos o evitar las reuniones sociales que solían disfrutar. Su comunicación a menudo se vuelve mínima y es posible que no participen en reuniones o discusiones tan activamente como antes. Esta retirada es un mecanismo de defensa, una forma de hacer frente a las demandas abrumadoras reduciendo el número de estímulos e interacciones que necesitan gestionar.
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“Withdrawal” when done intentionally after careful consideration can be adaptive. It is a way to adjust resources available to us to allow space to recharge. In teamwork situation, it is important to communicate your need for space to reduce misunderstanding.
Los cambios de actitud pueden ser indicativos de agotamiento. Un empleado que alguna vez fue positivo y proactivo puede volverse cínico, crítico o irritable. Pueden expresar insatisfacción con más frecuencia o parecer menos pacientes con colegas y clientes. Este cambio en el comportamiento puede afectar la moral del equipo y crear un ambiente de trabajo negativo. Es importante reconocer estos cambios como signos potenciales de agotamiento en lugar de solo choques de personalidad o malas actitudes.
El agotamiento también puede manifestarse físicamente. Es posible que notes signos como dolores de cabeza, dolores de estómago u otras dolencias relacionadas con el estrés que se vuelven más frecuentes en un colega. También es posible que estén usando más días de enfermedad de lo habitual. Estos síntomas físicos a menudo se pasan por alto, pero pueden ser un claro indicador de que el bienestar de alguien está comprometido debido al estrés en el lugar de trabajo.
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In addition note tightness in your body such as in your neck-shoulders, and your posture (expansive or contracting positions). Difficulty gearing up or winding down? feeling like you have a heavy weight on you.
Por último, un empleado que está lidiando con el agotamiento podría empezar a expresar su necesidad de ayuda o apoyo con más frecuencia. Pueden confiar en sus compañeros de trabajo sobre sentirse abrumados o mencionar sus dificultades para manejar la carga de trabajo y el estrés. Es crucial tomar en serio estas expresiones y considerar medidas para aliviar su carga, ya sea a través de estructuras de apoyo profesional o ajustes internos a su carga de trabajo y responsabilidades.
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Sometimes , employees who are experiencing burnout at the workplace might need the support or help not just within their workplaces but sometimes beyond work places like through clinical guidance. Supportive organisation seeks to correct this by extending the mental health support through in-house counsellors or through external bodies like clinical sociologist or phycologist who can help them regain a good mental space. This factor has gained more importance post covid era where employees have realised that family is also an important factor while working in any professional set up. You need to be empathetic and understand their concerns as well.
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It can be very helpful if you paraphrase what you are hearing with inquiry for more information and offer a possible option in the following manner. “ I am hearing that you are having a difficult time managing workload and feeling stress, I wonder if talking to a therapist might help?”
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Prevention is the key and, with new digital tools, companies can begin to give managers the intelligence they need to spot the signs. New technology can preemptively identify burnout signs by analysing unusual work habits and engagement patterns. Tools that listen passively to employees' changes in routines can alert managers and HR teams early. Considering personal life stressors is also crucial, as workplace stress is only part of the well-being equation.
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