Today, 21% of employees show early signs of burnout. Many still see burnout as a mysterious condition that strikes out of nowhere. We’ve been taught that stress is simply part of working hard—that it’s a badge of honor. Because of this, people often don’t realize they’re at risk until it’s too late. But burnout doesn’t just happen. It’s the final stage of a long and preventable process.
For HR, spotting and addressing early warning signs is crucial. Long-term absenteeism may be a fact of life, but ignoring rising trends means losing sight of sustainable employability. And that could cost your company in the long run.
The good news? This process is preventable.
In this article, we explore the most common early symptoms, underlying causes, and practical strategies to stop absenteeism before it starts.
Spotting the signs earlty
Maybe someone on your team is frequently absent, making more mistakes, or missing deadlines. These are classic red flags that something isn’t right.
But signs aren’t always obvious. Subtler symptoms might include a shift in attitude, withdrawing from social interaction, or casually mentioning stress or fatigue. People often downplay these issues. You’re most likely to notice these signs in one-on-one conversations—less likely they’ll ever reach team leads, and even less likely HR will hear about them.
Most interventions only happen once burnout is already in full swing. But companies that focus on prevention—those with a true sustainability mindset—tend to outperform. They see lower absenteeism, higher employee satisfaction, better performance, and a stronger company culture.
Common signs of employee burnout
The big question: What’s really behind burnout?
The answer is almost never just one thing. Heavy workload, unrealistic expectations, and lack of support are the top culprits.
And let’s not forget the pandemic—it reshaped how we work, introducing more isolation and reducing day-to-day contact. For remote workers especially, staying connected to their team and leaders is essential to avoid loneliness and mental health struggles.
Personal stressors also play a role and can undermine an employee’s ability to function. That’s why fostering open dialogue and a safe culture is critical.
Common early signs of burnout:
Energy:
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Mental or emotional exhaustion
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Difficulty concentrating or remembering things
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Waking up tired
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Everyday tasks feel overwhelming
Low mood:
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Dreading work
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Speaking cynically about your job
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Decreased self-confidence
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Becoming more emotional or easily tearful
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Feeling helpless
Tension & irritability:
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Easily annoyed or angry
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Struggling with noise or busy environments
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Feeling restless or “on edge”
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Constantly overthinking work
Physical symptoms may also include:
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Complete physical exhaustion
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Restlessness or insomnia
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Headaches or dizziness
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Chest pain, heart palpitations
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Stomach issues
The warning signs are clear—but how do people end up here in the first place?
root causes of burnout
There are many, but these are the top five:
1. Workload
This is the #1 cause. Companies want to be efficient—but often push employees past realistic limits. Especially in growing organizations, the size of workloads can be unclear, making it difficult to manage strategically.
Chronic overwork can lead to weight loss/gain, body aches, high cortisol levels, poor sleep, and even loss of basic breaks (like restroom time). Constant pressure to deliver, with no room to breathe, is simply not sustainable.
2. Lack of control and autonomy
Studies show autonomy is a key factor in stress and mental health. Micromanagement is one of the biggest daily stressors—and it’s common when managers feel pressure themselves.
People want flexibility in how they work, not just what they do. Younger generations especially expect more freedom and say in their roles. They want clarity, influence, and a sense of direction in their career path.
3. Lack of recognition
Recognition and reward go hand in hand. Just as 80% of people believe they’re better drivers than average, most employees think their work deserves appreciation. And they’re right.
High-quality work should be acknowledged. When it’s not, employees start asking themselves, Why am I doing all this?
Even small acts of appreciation can significantly improve engagement and motivation.
4. Poor relationships at work
Feeling connected is essential to wellbeing. In psychology, we call this an “in-group”—a group you identify with. In teams, that’s your culture.
According to Gallup, employees with close work friendships manage stress far better, even when experiencing the same workloads.
Community matters. Without it, stress can lead to serious consequences.
5. Unfair treatment
Unfairness includes bias, favoritism, bullying, and inconsistent policies or compensation. One study even found that managers have more influence on mental health than therapists.
If someone’s in conflict with their manager or feels they’re treated unfairly, stress skyrockets—and so do their sick days.
How to act early
Okay, now what? Every organization is different—but here are strategies that work:
Start with prevention, not reaction
Think of it like this: you hurt your leg. “It’ll pass.” A few days later you can’t walk. Only then do you call the doctor.
The same logic applies to employee wellbeing. Waiting for problems to explode means solutions become more extreme and costly. Prevention keeps your team agile, supported, and performing.
Team leads play a key role in normalizing conversations about stress. As the Dutch Institute of Psychologists (NIP) puts it:
“Organizations with stronger psychosocial safety climates offer better working conditions, resulting in greater engagement and performance. Everyone has a role to play—employees, teams, and leadership.”
The role of HR in preventing absenteeism
Okay, now what? Every organization is different—but here are strategies that work:
Start with prevention, not reaction
Think of it like this: you hurt your leg. “It’ll pass.” A few days later you can’t walk. Only then do you call the doctor.
The same logic applies to employee wellbeing. Waiting for problems to explode means solutions become more extreme and costly. Prevention keeps your team agile, supported, and performing.
Team leads play a key role in normalizing conversations about stress. As the Dutch Institute of Psychologists (NIP) puts it:
“Organizations with stronger psychosocial safety climates offer better working conditions, resulting in greater engagement and performance. Everyone has a role to play—employees, teams, and leadership.”
The role of HR in preventing absenteeism
HR’s job is to create a culture where people can be themselves, aligned with the company’s values. That starts with giving employees space to talk about stress—and tools to manage it.
Here’s some low-hanging fruit:
Train managers in wellbeing – Not just on deliverables, but on fostering a psychologically safe environment. This makes it easier to address top issues like stress, recognition, and fairness.
Use data-driven insights – A healthy culture starts with understanding how people actually feel. Tools like our Snap Check let employees share what’s stressing them most—empowering you to act early.
Embed empathy at the top – Beyond compassion, leaders need to understand the business case for wellbeing. When your board knows the ROI of prevention, HR finally has the freedom to make meaningful change—even if it costs a bit more.
Ok, bonus tip: When in doubt, listen to Erik Scherder.
In conclusion
When your people aren’t well, your business suffers. It’s natural to wait until the pain is real—but that strategy always costs more in the end.
You need insights to act on the issues that matter. That’s what Liftaware is here for. Simple, accessible tools that help you prevent burnout and keep your people—and business—thriving.
Curious how our Snap Check works?
Discover how real-time wellbeing data helps you recognize red flags early and build a healthier, more resilient team.
