The new remote WFH paradigm & pandemic have created challenges & stress beyond meeting the challenges of completing the day-to-day work requirements 

Do You Know Burnout When You See It? (hbr.org)

Uncertainty was a defining characteristic of 2020, and with it came it record-high levels of burnout. Failing to address burnout is costly for both individuals and organizations. In 2019, burned-out employees were 2.6 times as likely to be looking for other employment. Researchers also estimate that workplace stress accounts for 8% of the national budget in healthcare. Whereas most people understand that burnout is a state of emotional, physical, or mental exhaustion, many business leaders use flawed methods to identify it in their employees.

There are two types of passive burnout:

1. Internal passive burnout — The most common form is the hardest to see, which is why companies often use surveys to detect it. The early warning signs include weariness accompanied by feelings of inadequacy and sadness. Passive burnout can harm productivity by contributing to feelings of hopelessness and anxiety. We all have setbacks at work, but they can feel insurmountable and become internalized as personal failures for employees experiencing burnout.

2. External passive burnout — The external form is easier to observe if you know what you’re looking for. Are your employees lowering their usual standards of performance, withdrawing effort, relaxing the rules, missing deadlines, or expressing more cynicism? These are side effects of burnout-related apathy. If allowed to fester, burnout can result in extreme avoidance behaviors, such as sidestepping interactions with coworkers, not speaking up when they have an idea or when something’s wrong, or letting problems slip by that they would usually address. Employees become dismissive as they become too burned out to help fix any more problems.