Recognizing Burnout in Your IT Employees

Employer Insights

It’s troubling when employees seem disinterested, isolated, or unmotivated to play an active role in your organization’s success. Sometimes it seems like your IT team is underperforming, but this may be a sign of a greater problem. Burnout can present itself in many forms and it can wreak havoc on almost every element of your business – from operations to workplace morale. Even if you believe there are only minor issues going on, recognizing burnout and addressing it with your team is always best for the organization at large.

Here are three hallmark signs of burnout among IT employees – and how to address them:

Employee disengagement

Do your IT employees seem increasingly withdrawn or disinterested in the daily workings of your company? Do they seem disconnected from their managers or unmotivated to perform their jobs? Employee disengagement is one of the most prevalent signs of burnout among IT staff, especially in fast-paced organizations that are constantly placing new demands on their tech departments. If disengagement appears to be an issue within your company, there are many effective steps you can take to create a more inclusive, dynamic, and engaging work environment. Some cultural elements that can have a positive impact on employee engagement levels include enhanced training and development programs; collaborative team-building initiatives; and company-wide social gatherings. Identifying the best engagement options for your staff will strengthen your employees’ relationships with one another while inspiring them to reach their greatest potential.

Decreased productivity

If work output has gone down in your IT department, it’s time to evaluate what may be affecting employee performance. Employees who feel overworked, stressed, or deflated by their managers are prone to stop trying their best and lower their personal work standards on the job. Employers that gather feedback and take their employees’ concerns and feelings seriously will be more apt to make the most meaningful management changes for their staff. From allowing flextime scheduling to providing better technology and software tools, there are several factors that can influence performance, improving both workplace culture and productivity levels.

Poor staff retention

It’s no surprise that IT employees who are feeling burned out or overwhelmed are more likely to quit their jobs and look for greener pastures. If your employees are dropping like flies, your workplace culture or company policies may be to blame. Evaluating your company’s protocols – and determining what changes are feasible – is the first step to improving retention. For instance, if the majority of your IT staff would prefer to work remotely, it may be beneficial to consider a work-from-home model. Or, if you’ve received feedback that your employees do not feel as though they’re learning on the job, establishing a mentorship program to help develop your people can help them feel valued because the company is investing in their development. Over time, organizational changes that are in alignment with employee preferences will create an environment that fosters long-term advancement for your people.

Addressing the signs of burnout above will be critical for keeping your best talent on board while enhancing your company’s management practices. By investing in your workforce, you’ll create an environment in which every person can thrive and feel valued.