How to Recognize Burnout When an Employee Doesn’t

The conversation around burnout in the tech industry typically revolves around prevention, which is likely due to the fact that burnout is thought of as something that comes on all at once instead of in stages. That’s not exactly true, though: In 1974, psychologist Herbert J. Freudenberger identified 12 stages of burnout.

Recognizing that burnout manifests in different ways and progresses in stages is incredibly important for people leaders. Burnout can be difficult for people to discuss, in part because its symptoms can be hard to identify and because tech’s “hustle culture” can glamorize overworking. That’s why, rather than waiting for her team to come to her about burnout, Melisa Godinez, director of talent acquisition at fintech company Inspira Financial, takes a proactive approach.

Godinez told Built In Chicago that she keeps a sharp eye out for the behavioral, emotional and performance indicators of burnout. Once identified, she takes a custom approach to helping employees regain work-life balance and feel more fulfilled at work, one that addresses the root cause of their burnout. 

“By being proactive, managers can take appropriate steps to address the issue and provide the necessary support to help employees regain their well-being and motivation,” Godinez said.

Melisa Godinez

Director, Talent Acquisition • Inspira Financial

Inspira Financial is a financial services company that offers specialized asset custodian services to individual investors and institutions.
 

How do you identify if an employee is burned out but not telling you?

I look for certain signs that help identify the potential presence of burnout. Changes in behavior often provide clues, such as decreased productivity, increased errors and missing deadlines. Frequent illnesses, unexplained exhaustion or persistent fatigue despite sufficient rest could also suggest employee burnout. These physical signs often go unnoticed but can be significant indicators of an employee’s well-being. 

Decrease in both overall engagement and passion for work is an essential indicator of burnout. If an employee who was highly motivated before now appears disinterested or lacks enthusiasm, they might be burned out. Being observant and paying attention to these signs can help managers recognize if an employee is burning out, even if they haven’t explicitly disclosed it. 
 

Decrease in both overall engagement and passion for work is an essential indicator of burnout.”
 

If you identify a burned-out employee, how do you begin addressing the issue?

First, I schedule a one-on-one meeting. I want to create a safe and comfortable environment where everyone feels valued and heard. I start the conversation by expressing my genuine concern for their well-being and acknowledging their hard work. By empathizing with their situation, I aim to build trust and open the door for honest communication. 

During the meeting, I actively listen and provide space for their thoughts, frustrations, experiences and challenges to be shared. It’s crucial to demonstrate empathy, understanding and non-judgment so that employees feel validated and supported. 

After their thoughts have been shared, I openly collaborate with them to find solutions to alleviate their burnout. This could involve adjusting their workload, redistributing tasks and helping prioritize work-life balance as I emphasize the importance of breaks and vacations to reset. I would also promote opportunities for skill development and growth to enhance job satisfaction and engagement.

What resources and benefits does Inspira Financial offer to employees dealing with burnout?

Inspira Financial has various internal training and courses that touch on burnout. We also give employees access to LinkedIn Learning, which covers burnout. Recently, we started providing Calm, a wellness app focused on improving mental health through sleep, meditation, movement and relaxation. I understand the importance of employee well-being and am proud that my company provides resources for managing stress. I’m truly grateful for these tools and believe they contribute significantly to cultivating a supportive and balanced work environment