Introduction

We can finally take a deep breath and smile - it’s May and we’re getting ready for spring to melt into summer and bless us with  long sunny days. This time of the year also challenges us to stop for a minute and put ourselves first - May is Mental Health Awareness Month. 

Mental Health Awareness Month originates from America and was first celebrated in 1949. It aims to raise awareness and educate people about mental illnesses. In line with the initiatives in the USA, the European Union celebrates European Mental Health Week which takes place between May 19 and May 25. This year’s theme is “Care for mental health, invest in social rights”.

With people spending ⅓ of their time at work, it’s very important to talk about mental wellness in the work place. Statistics show more and more people are experiencing burnout, especially in remote work settings. So what can HR do to support employees not just in May, but all year round? Keep reading to find out.

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Is burnout the modern plague

While the condition is not yet categorized as a medical condition, burnout is a syndrome resulting from chronic workplace stress that has not been successfully managed. 

And the workforce around the world seems to be on the brink. According to a survey cited by The Economic Times, 68% of Gen Z employees, 61% of millennials, 47% of Gen X and 30% of boomers feel burned out. Results from the BCG Employee Sentiment Survey reveal that half of the global workforce is struggling with burnout. 
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Unfortunately, numbers are only going higher. The mental, physical and emotional exhaustion from work is getting more and more common, especially in a post-pandemic time when remote work is becoming a standard. Remote work undoubtedly has a lot of benefits, but it can also cause remote workers to experience isolation and loneliness, it can blur the lines between professional and personal life and lead to overwork. And while employees can and should take care of their own mental health, there’s always something employers can do to help foster a positive work environment. 

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‍Early signs of burnout among employees HR should watch for

HR specialists are first-line defenders of mental well-being in the workplace. Let’s go through the different types of signals that can help HR recognize the first signs of burnout among employees. 

Behavioral signs of burnout

• Withdrawal from teammates and/or group discussions 
• Disengagement from workplace culture or events
• Constant mood swings
• A negative attitude toward work
• Lack of enthusiasm and/or motivation
• Avoidance of new tasks and challenges

Performance-related signs of burnout

• Procrastination or trouble starting tasks
• Lower productivity 
• Reduced creativity and problem-solving skills
• Missed deadlines
• Increased errors

Remote work-related signs of burnout

Remote workers can show both behavioral and performance-related signs, but it’s harder to notice them when you’re not constantly seeing the person. Here’s a list of remote work-related signs of burnout that you should be aware of.

• Apathy and minimal participation in virtual calls or chats
• Frequently rescheduling or missing meetings
• Not showing up for meetings or repeatedly turning off video during calls
• Delayed responses to messages and emails
• Absence from virtual team-building events
• Lack of availability during core hours without prior notice
• Background signs of disorganization (chaotic workspace, interruptions)

Recognizing the signs is the first step to solving the problem. You can download nPloy’s checklist and use it for reference anytime you need to.

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5 things you can do to prevent burnout in your team

Acting now will benefit you and the team, creating a positive work environment for everyone in the company. Burnout prevention must be an ongoing effort and become a part of the company OKRs. Here’s what you can do to prevent burnout in your team, in all work environments, and keep employees engaged, productive and happy. 

Promote work/life balance

Setting clear boundaries should be a top priority. Keep the balance by:

• Reinforcing log-off policies;
• Discourage after-hours messages and calls; 
• Make sure deadlines across teams are realistic and encourage people in leadership roles to set a good example: when managers take time off and sign off on time, employees feel safer doing the same.

Focus on flexibility

Micromanagement should remain in the past. Instead, 

• Encourage autonomy and show trust in your employees;
• Allow people to manage their output, not just their clock-in time;
• Support flexible hours and asynchronous workflows (this is a great approach, especially for remote teams working in different time zones).

Recognize achievements

When people feel valued and supported, they’re more motivated and productive - data shows that recognition drives a 32% increase in employee performance when combined with feedback and incentives.

• Celebrate progress, communication, team efforts and resilience instead of just monitoring KPIs;
• Incorporate regular tokens of appreciation (digital shoutouts, thank-you notes, surprise time-off, for example).

Whatever you choose, just make sure to align recognition with your team's values - some might appreciate public praise, others prefer 1:1 acknowledgment.

Invest in employee mental health

There are many things you can do at no additional cost, but an investment in employee wellbeing is one that will surely pay off.

• Use anonymous employee feedback tools and regularly monitor burnout risk and workload pressure;
• Integrate pulse surveys to catch early signs of disengagement or overload;
• Offer free access to wellness platforms such as Calm, Headspace, BetterUp, and Modern Health).

Normalize conversations on mental health

Mental health should not be a taboo, not in May, not ever.  

• Be there for the team: schedule regular 1:1 and mental health check ins, aside from performance reviews;
• Implement mental health days and monthly “no meeting” afternoons - employees will appreciate it;
• Promote and de-stigmatize use of Employee Assistance Programs (EAPs) - people should feel safe voicing their concerns and talking about their struggles.

Don’t forget that remote workers require extra care - they might be better at hiding stress. A good place to start is organizing activities such as virtual coffee breaks and encouraging team bonding and paying extra attention to nonverbal communication when speaking with team members working from home. 

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What can you do during Mental Health Awareness Month (and beyond)

Mental Health Awareness Month is a great place to start if you want to incorporate more initiatives in order to spread the word on how important self care is. Here’s what you can do:

Launch an internal mental health campaign

Get everyone involved. Share weekly tips and resources via email or group chats and encourage people to reach out if they have questions or concerns.

Invite a guest speaker and/or host a mental health workshop

People connect with stories and inviting a professional to speak about the consequences of burnout, resilience and stress management might be just what you and your teammates need. Don’t forget to accommodate remote workers with live online streaming or in-demand video recordings.

Pay attention to internal feedback

Launching a survey is great, but it’s analyzing the results and taking action that matters most. Identify teams or roles showing signs of overload or frequent overtime and reschedule meetings that could be an email.

Provide training for managers 

Make sure everyone knows how to recognize burnout and support employee wellbeing. Prompt team leaders for regular mental health check ins with their colleagues and once again encourage modeling healthy behaviors.

Keep the momentum 

Once the ball is rolling, it will only get better. People will easily get accustomed to working in a healthy work environment and get inspired and motivated. You can plan regular wellness check-ins or burnout risk reviews. 

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In conclusion

Recognizing the early signs of burnout and putting an effort in helping employees ease their mind wouldn’t go unnoticed. It’s a step towards creating a positive work environment where people thrive beyond Mental Health Awareness Month. While it may sound like a lot to tackle, it’s surely an effort that will keep paying off in the future. A simple trick if you’re still unsure on where to start? Rotate mental health focus areas throughout the year (sleep, anxiety, digital fatigue, etc.).

Helping others is a great way to build a community and we bet great things happen when you feel that sense of belonging. 

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