With the long work hours faced by many people in today's world, employee burnout is a significant issue.

Organizational performance expert, Liz Bywater, PhD, was recently the featured guest on the Today show, aired June 6, 2008, on Hot 102 FM, Kingston, Jamaica. Bywater,  is the founder and president of Bywater Consulting Group and she helps her clients dramatically improve individual, team and organizational performance.

According to Bywater, "... burnout is serious business. If unaddressed, it can lead to debilitating levels of anxiety and depression. At worst, it can lead to physical symptoms or even self-harm." 

She said that, from an organizational perspective, burnout among employees is an important matter. "Burned out employees are less productive, less collaborative, less creative, less motivated and less likely to stick around. It’s important to spot burnout before it’s severe – and then take measures to stop it in its tracks," she added.

Some of the telltale signs of worker burnout are:

Reduced productivity and/or overall performance

Increased irritability

Quickness to argue with coworkers or clients

Decreased creativity and innovation

Reduced energy levels; general lethargy; apathy

"What you’re looking for is a marked change in behavior, mood or attitude," Bywater said. She gave a few pointers that can assist in helping employers and employees avoid the burnout trap:

Endorse time off. Make sure you’re not only providing but also endorsing the use of personal/vacation time. You should be cultivating a culture in which periodic time away from work is both respected and encouraged. Model this for your employees by taking your own vacation time at appropriate intervals.

Shake things up. Most people require variety and challenge to remain engaged and motivated. Be sure to provide your employees – and yourself - with varied, stimulating work and plenty of room for growth.

Lend an ear. Provide an outlet for your employees to talk about their experiences, including any feelings of stress and burnout. Your culture should be one in which candor is invited and adequately supported. Your employees should be able to talk, without repercussion, to a human resource manager, a mentor, a colleague, or even the boss. While you’re at it, make sure you’ve got someone who will listen to and support you when the pressure begins to mount.

"These easy-to-implement measures can make all the difference for you, your employees, and your organization. Stop burnout before it gets hold of your most valuable organizational resource – your employees, Bywater advised."