Burnout in the Workplace

Burnout in the Workplace

The Covid-19 pandemic has led to an increase in remote working, it has become a normal day-to-day task for employees, employers, and their staff to work from home and even though there are many benefits of remote working, it also comes with its downsides. A large percentage of people are finding that they are working extra hours due to remote working, turning them into ‘’modern-day’’ workaholics.

Employee burnout is a problem, during stable times let alone stressful times. Lower productivity, emotional and physical exhaustion, lack of concentration, less recognition from managers, negativity, and a decline in health are all alarming signs of burnout at work. And employees are at risk now more than ever – 40% of employees state that burnout is one of their top reasons for leaving their job, according to Employee Care Report on the Great Resignation. Reducing burnout in the workplace and further knowing how to prevent employee burnout is vital for the sake of retention and overall employee well-being.

This article provides useful tips on how to prevent employee burnout, how to reduce burnout within the workplace, and how to inform managers on how to deal with and combat burnout amongst their employees.

Here are a few takeaways about workplace burnout:

  • Remember the most common causes of burnout at work is work overload, pressure, lack of feedback and support from managers and so much more other aspects that you need to be aware of.
  • Burnout can happen when highly engaged employees experience low well-being due to unmanaged personal and or workplace stressors, this is “contagious’’ and can spread toxicity across people and teams.
  • The good news is, burnout is preventable. With a strong manager support and an understanding of what causes job burnout, employers can prevent burnout amongst their employees.

What is employee burnout?

Firstly, let us dive into what exactly is Burnout. Burnout is defined as a response to prolonged exposure to emotional, physical and interpersonal stressors that is characterized by a chronic feeling of exhaustion, cynicism and inefficacy according to Limeade.

Exhausted: ‘’I’m so tired’’.

Cynicism: ‘’I’m so fed up; I just don’t care anymore’’.

Inefficacy: ‘’I’m not making a difference’’.

Are all signs of burnout. Even a “broken” psychological contract between an employer and employee. Any of these factors alone or in combination can lead even your best people to withdraw from their work.

How to reduce burnout within the workplace?

The good news is that burnout is preventable! With strong managers’ support and an understanding of what causes job burnout, employers can more readily prevent their top talented employees from burning out. Managers and companies should strive to prevent workplace burnout in the first place by focusing on their employee’s well-being and manager support.

When employees are faced with burned out, companies and managers need to take an active role in helping the employee recover. Burnout is not a personal issue, it’s an organizational issue. Burnout needs to be addressed at all levels of the company in order to effectively prevent and combat it. For more information on how managers can reduce burnout within the workplace, click here:


Supreme Staffing Group – Superior People, Superior Service.


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5 Recruitment Trends To Help You Hire The Best Talent in 2022

5 Recruitment Trends To Help You Hire The Best Talent in 2022

2020 and even 2021 proved to be both challenging and groundbreaking years for the workplace. We’ve seen numerous trends and changes come and go, and how they have impacted our work life as well as the hiring process. 

It’s no secret that if you want to recruit the best of the best, you need to stay on top of trends and changes in the industry; which is why we’re going to take a look at the most important trends that will shape 2022.

Start delivering an omnichannel experience

Recruitment is rapidly going cross-platform, and recruiters need to develop strategies to deliver a seamless experience to candidates. It’s proving to be increasingly difficult to recruit effectively over just one or even several traditional recruitment channels – there is a growing need to engage candidates across all relevant touchpoints identified in your strategy.

This should include all online and offline touchpoints where you could potentially engage with new talent. However, instead of just using these touchpoints to promote open positions and companies, it’s important to optimize your communications to suit both the channel that you’re using, and to ensure that you’re delivering a seamless brand experience across all channels. 

It’s all about Employer Branding

As the recruiter, it’s imperative to create a good communications strategy that will help portray your client’s brand in the best possible light.

It’s the recruiter’s responsibility to get acquainted with the brand, understand its values, mission, and vision, and create a compelling narrative that will connect with and inspire talented job-seekers to aspire to work with the brand and hopefully accept that first interview.

Find your niche

A key element in successful recruiting, and a focal point for long-term talent retention in 2022 will be niche industry knowledge. As industries and niches grow and become more complex, new and more intricate job roles, with more specific requirements and harder-to-find candidates, will arise. Only top recruiters will know the ins and outs of a niche, in order to recruit effectively for complex positions and roles.

Remote working is here to stay

In many industries, remote working isn’t going anywhere in 2022. There is an increasing need to facilitate remote talent acquisition and retention in 2022 and beyond. Recruiters need to align their processes with the needs of the remote workforce, in order to make the hiring process more relevant to changing work environments. 

Be proactive

Proactive recruiters will dominate the recruitment industry in 2022 and beyond, simply because modern recruitment technology will continue to require a more aggressive talent sourcing process.

The playing field is more competitive than ever, and recruiters need to leverage digital transformation to stay relevant and ahead of the competition.

Modern talent acquisition and retention requires a modern approach. Recruiters need to stay on top of the latest trends in order for their clients to hire the best talent and thrive in 2022. Recruiters who stay on top of industry trends such as these will continue to rise above the competition.


Supreme Staffing Group – Superior People, Superior Service.


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