Employee Burnout: What are the signs?

by Helen Butler , 15 July 2020

Millions around the globe have made a sudden transition to remote work amid the Covid-19 pandemic. Not surprisingly, this has some employers concerned about maintaining employee productivity. But what they really should be concerned about in this unprecedented situation is a longer-term risk: employee burnout.

Here are 3 things that HBR says will help your Employees WFH but ensure employee burnout doesn’t become problematic:

  1. Maintain physical and social boundaries

Putting on your work clothes, commuting from home to work—these are physical and social indicators that something has changed. You’ve transitioned from “home you” to “work you.”

Try to maintain these boundaries when working remotely.

  1. Maintain temporal boundaries as much as possible

Sticking to a 9-to-5 schedule may prove unrealistic. Employees need to find work-time budgets that function best for them. They also need be conscious and respectful that others might work at different times than they do.

  1. Focus on your most important work

This is not the time for busy work. Workers should be devoting their energy to top-priority issues.

Even before Covid-19, employees found it difficult to carve out three continuous hours to focus on their core work tasks.  With work and family boundaries being removed, employees’ time has never been more fragmented.

These are just a few recommendations that can help workers maintain boundaries between their work and their personal life and thereby avoid burnout in the long run. Employees will need the flexibility to experiment with how to make their circumstances work for them in these unpredictable times.

Need help with managing flexibility and working with adjusted hours, expectations, Contact Us today. 


We are working with a team of Psychologists to help provide support and guidance to our Clients.    If you’re after something more flexible than your current EAP and with Qualified Psychologists to support the mental health and well being of your People, be in touch.

Click here for the full HBR Article

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