So far in this short blog series on preventing burnout, we’ve looked at what causes it and why organizations sometimes create environments where it is likely to occur. We have also seen how a project portfolio management (PPM) solution like Sciforma Vantage can help prevent problems. In this final blog in the series, we’re going to look at how to identify the early warning signs so that corrective actions can be taken as soon as you see the symptoms of burnout.
Awareness is key
Anyone in your organization may become susceptible to burnout. But there are some individuals who are more at risk than others. Over-allocated resources, single points of expertise, and those working on high-profile projects for extended periods are especially vulnerable. There may also be individuals who have just completed a particularly challenging project and are still dealing with its impact.
Step one in catching the symptoms of burnout early is to know who those individuals are. This awareness should not just exist at an organizational level. Project managers and key stakeholders who interact and lead these individuals must also be aware. This knowledge shouldn’t change how they are managed but should help ensure early warning signs are recognized.
The second step is to ensure that all of those individuals know what they should be looking for. Some common signs often appear, including:
- Distraction
- Tiredness
- Irritability
- A drop in productivity
- Mistakes
However, this list isn’t exhaustive. These signs can also be symptoms of other problems. Additionally, there are physiological factors that may not be obvious to others, such as joint and muscle pain, headaches, sleep problems, and gastrointestinal issues. Project managers, leaders, and colleagues might not identify these.
Changes in behavior indicate a need for change
If a team member is acting out of character, that indicates something needs to change. For example, if a team player becomes withdrawn or a vocal team member becomes quieter, it shows a change in their environment. It may not be burnout or even work-related, but it is an indication that they would benefit from a change in their immediate work environment.
If the issue is burnout, actions like reducing their workload or assigning them to less stressful tasks can help. However, if the issue is something else, these steps may not be appropriate and could make things worse. The third step is to work with the individual. Talk to them, understand their feelings, seek insight, and get their thoughts on what might improve their situation. While this conversation may not be easy, it is essential for effective people leadership.
Catching symptoms of burnout early can prevent the symptoms from becoming severe. However, the impacted individual may not recognize that anything is wrong. They could resist having work taken away or being assigned to what they consider less important tasks.
This is where good leadership is crucial. Leaders must keep these individuals motivated and committed since they are often high performers. Collaborate with them to create a plan that enables them to return to critical work after taking a break. Help them understand that their contributions are vital to the organization’s long-term success, and that’s why recharging is necessary.
Leveraging technology to support burnout prevention
Recognizing the symptoms of burnout begins with information and understanding. A robust PPM solution can be a vital tool in gathering the insights needed to identify potential issues. These tools provide visibility into workloads, resource allocation, and project timelines, enabling proactive intervention before burnout becomes a severe problem.
If you want to learn more about how Sciforma can help you with resource management and sustainable productivity request a demo. One of our team will happily show you the ins and outs of our industry defining software. Or, request a product tour and you can explore the advantages of Sciforma Vantage at your own leisure.
