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By getting a holistic view of the whole team, those managers can see whether they should be diverting that work within the team — perhaps to an underworked team member — or whether they should be looking at an additional short-term resource to fill the gap. (Credit: vejaa/Adobe Stock) By getting a holistic view of the whole team, those managers can see whether they should be diverting that work within the team — perhaps to an underworked team member — or whether they should be looking at an additional short-term resource to fill the gap. (Credit: vejaa/Adobe Stock)

Burnout is defined by Merriam-Webster as the “exhaustion of physical or emotional strength or motivation usually as a result of prolonged stress or frustration.” Has there ever been a word more relevant to how most employees are feeling right now?

Employee burnout should be of the highest priority for leaders in 2021 as they start to plan their recovery from the upheaval of 2020. Burnt-out employees can damage productivity and are likely to leave if they perceive that they can recover themselves better in another role. Beyond cold hard numbers, many organizations also seem willing to do the right thing by their people, many of whom stood by their employer during the pandemic and now, in turn, may need support to be their best selves at work.

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