Spotting Burnout Before It's Too Late

Why It Matters
Burnout doesn’t appear overnight. It builds—quietly, steadily—until one day your top performer checks out emotionally, mentally, or even physically. For managers, recognizing the early signs of burnout isn’t just helpful—it’s critical. Waiting too long to act can mean losing key talent, tanking team morale, and hurting productivity.

What Managers Often Miss
Most managers look for burnout too late—after performance drops or absenteeism spikes. But the earlier signals are subtle:

• Disengagement in meetings

• Cynical or sarcastic tone

• Constant fatigue or overwhelm

• Increased irritability or isolation

Real-World Example
I once worked with a manager who kept praising a team member for “powering through.” She never missed a deadline, but her tone shifted. She stopped offering ideas. She smiled less. By the time they realized something was off, she had already mentally quit—and gave notice a month later. It wasn’t a performance issue. It was burnout.

What You Can Do Right Now

• Have regular check-ins focused on energy and workload, not just tasks.

• Listen for language like “I’m just trying to survive” or “It never ends.”

• Model balance—your team mirrors your behavior.

• Make space for recovery—encourage true breaks and discourage overwork.

Don’t Wait for the Breaking Point
Catching burnout early can save a great employee—and build trust. Let’s normalize proactive conversations about stress, not just react to performance dips.