Effectively addressing burnout "can be challenging for even the most enlightened managers." Writing for the  Harvard Business Review, Noémie Le Pertel, CEO of the Institute for Global Flourishing, outlines five things leaders can do when an employee is burned out.

1. Take burnout concerns seriously

While some managers may be tempted to dismiss or downplay an employee's self-reported burnout, Le Pertel notes that it is important to take their concerns seriously — even if their situation does not fall under the official definition of burnout.

"Many employees feel unappreciated by their leaders — in fact, only one in four employees feel their employer cares about their well-being," Le Pertel writes. "Make time to address the situation as soon as possible through a one-on-one-conversation, not a rushed hallway chat. This shows that you're concerned and that you care. Taking the time to listen deeply will strengthen the relationship."

To ensure staff feel heard, Le Pertel recommends allowing employees to express their concerns fully without interruption, practicing active listening, and asking the right questions.

2. Understand how employees experience burnout

According to Le Pertel, "[w]hen an employee is upset, it can be hard to determine whether they're temporarily feeling negative emotions, are exhausted in the moment, or are truly burned out."

To effectively assess an employee's burnout situation, Le Pertel suggests asking three key questions:

1. Do you feel competent and effective in your job? This will help assess their perceived job performance and highlight areas they may need additional support or training.

2. Do you feel emotionally exhausted in your job and/or do you experience physical symptoms? Recognizing negative emotions, fatigue, and physical health symptoms can identify if high-performing employees may be compromising their health.

3. Do you find yourself feeling cynical or caring less than you used to about your colleagues or clients? This detects a change in the employee's relationship with their work, which can reflect an underlying issue motivating burnout.

Managers should ask employees if they experience these feelings rarely, some of the time, or often.

"Moderate experiences of all three dimensions might indicate the employee is at risk for burnout, while 'often' means they may already be burned out," Le Pertel writes.

3. Find out what's causing their burnout 

"Identifying the type of burnout your employee is experiencing is crucial for creating solutions," Le Pertel writes.

Le Pertel encourages leaders to ask employees about their biggest stressors and examine whether they are coming from personal life, work demands, or a combination of factors.

"Most often, your employee has a decent sense of what's provoking their feelings of burnout," Le Pertel notes. "If they don't, you can prompt further by asking them to think about a specific time they felt most stressed or burned out."

4.  Evaluate short- and long-term solutions

To address employee burnout effectively, leaders must develop strategies in the short and long term.

To find effective solutions, Le Pertel recommends asking employees: "What would make this better now?" and "What will make this better in the long term?" Potential solutions to sources of workplace burnout include flexible work arrangements, shifting teams or projects, and adjusting job responsibilities.

"You don't need to solve all their problems at this point, but it's useful to start thinking about options," Le Pertel writes.

5. Monitor burnout

Addressing burnout is an ongoing process that requires regular check-ins and adaptability. Le Pertel suggests working with employees to define their ideal state of well-being and engagement and developing clear action steps to meet that goal. Scheduling regular check-ins can help leaders and employees monitor progress.

"Burnout is affecting both leaders and employees — and contributing to a talent shortage that's challenging and costly to navigate," Le Pertel notes. "When an employee comes to you saying they're burned out, you need to be prepared to deal with it. By following these five strategies, you'll be better equipped to solve your burnout problems and retain your talent." (Le Pertel, Harvard Business Review, 5/10)

Workforce burnout has been a long-standing challenge for hospitals and health systems, even before the COVID-19 pandemic. The impact of burnout is far reaching, impacting turnover, absenteeism, engagement, and quality. Access the report to find out what steps you can take to invest in the wellbeing of your healthcare workforce.