John Edwards, Technology Journalist & AuthorApril 16, 20255 Min ReadDmitriy Shironosov via Alamy Stock PhotoIn an era of unprecedented technological advancement, IT teams are expected to embrace new tasks and achieve fresh goals without missing a beat. All too often, however, the result is an overburdened IT workforce that's frustrated and burned out. It doesn't have to be that way, says Ravindra Patil, a vice president at data science solutions provider Tredence. "Overwork tends to come from an 'always-on' culture, where remote work and digital tools make people feel they must be available all the time," he explains in an online interview. Warning Signs One of the earliest signs that a team is reaching its breaking point is an increasing number of errors, missed steps, or just plain sloppy work, says Archie Payne, president CalTek Staffing, a machine learning recruitment and staffing firm. "These are indications that the team is trying to work faster than is realistic, which is likely to happen when they have too much work on their to-do lists," he explains in an email interview. "This is likely to be paired with a general decline in morale, which can come across as more complaints, more cynical or frustrated comments, a lack of enthusiasm for the work, or increased emotional volatility." IT leaders can also detect overwork through various warning signs, such as a mounting number of sick leaves, high turnover rates, increasing mistakes, and overall lower work quality, Patil says. He adds that beleaguered team members may also look tired, act emotionally, or seem unengaged during meetings. "Keeping an eye on things like overtime, slower progress, or falling performance despite long hours can also show that the team is under too much pressure." Related:John Russo, vice president of technology solutions at healthcare software provider OSP Labs, says that a sudden drop in creativity and problem-solving are also strong signs indicating team weariness. In an email interview, he states that an IT team that's stretched too thin will stop generating innovative ideas, opting instead to complete tasks mechanically. Another strong unrest indicator is a change in communication patterns. "If the team members delay responses, or seem disengaged during discussions, it's worth digging deeper," Russo recommends. Working under unrelenting high pressure is a recipe for burnout, and that's the greatest risk if you keep pushing your IT team too hard, Payne says. "Burnout could drive employees to quit, forcing you to waste resources on recruiting replacements," he warns. "Even if they stay, burned-out employees are less productive and more likely to make mistakes, so your overall team productivity and work quality will likely suffer." Related:Pressure Release The simplest and most effective answer to burnout is reducing the team’s workload. This can be accomplished in several ways, Payne says. Review the IT team's current assignments, then consider whether some of the tasks could be assigned to another team or department, which may be more adequately staffed. "If all of the work must be done by IT, that may mean it's time to expand the team," he advises. Meanwhile, adding temporary freelance talent during workload spikes can relieve IT team pressure during peak times without committing to adding new hires who may not be needed over the long-term. Careful planning, focusing on important tasks, and delaying or skipping less critical ones, can also make workloads more manageable, Patil says. Setting realistic deadlines can help, too, preventing the dread that can, over time, lead to burnout. He also advises using automation tools whenever possible to cut down on repetitive tasks, making work easier and less stressful. Patil says that Tredence reduces team pressure with initiatives, such as "No-Meeting Fridays," which gives team members uninterrupted time to focus and recharge. "Flexible schedules and open communication also help our teams stay balanced," he adds. Related:IT leaders should schedule regular check-ins with their teams to identify stress points as soon as possible, Russo advises. "When employees feel heard and validated, they're more likely to share their concerns before burnout sets in," he explains. At OSP Labs, Russo introduced flexible work models into well-being initiatives. "This policy allows my team members to set their own hours, with more freedom to balance work and personal time." Russo says he also makes a concerted effort to celebrate his team's accomplishments with "thoughtful goodies and high-fives". Such small initiatives, he notes, eventually make a huge difference. Parting Thoughts Long-term excessive pressure can lead to burnout, leaving team members feeling completely drained, Patil says. "This lowers productivity and may cause employees to leave, leading to more stress for those who stay." Health issues may also arise. including anxiety, depression, or even physical problems. Russo recommends setting realistic expectations and encouraging a culture in which asking for help isn't seen as a weakness. "Create an environment where open communication about workloads is the norm, not the exception," he advises. About the AuthorJohn EdwardsTechnology Journalist & AuthorJohn Edwards is a veteran business technology journalist. His work has appeared in The New York Times, The Washington Post, and numerous business and technology publications, including Computerworld, CFO Magazine, IBM Data Management Magazine, RFID Journal, and Electronic Design. He has also written columns for The Economist's Business Intelligence Unit and PricewaterhouseCoopers' Communications Direct. John has authored several books on business technology topics. His work began appearing online as early as 1983. Throughout the 1980s and 90s, he wrote daily news and feature articles for both the CompuServe and Prodigy online services. His "Behind the Screens" commentaries made him the world's first known professional blogger.See more from John EdwardsWebinarsMore WebinarsReportsMore ReportsNever Miss a Beat: Get a snapshot of the issues affecting the IT industry straight to your inbox.SIGN-UPYou May Also Like