The awareness of burn-out in the company ought to be sufficient enough to detect early symptoms of burn-out among employees, but reality doesn’t always meet the ideal world. It is not sufficient with yearly management/employee talks because the boss could be lacking necessary skills or the employee does not want to complain to the boss because they fear the possibility of negative consequences.

As an extra attempt to prevent burn-out, employees should therefore, at regular intervals, discuss their work situation with someone other than their boss. The talk should be carried out by someone with adequate expertise and authority to initiate necessary actions. In small companies, the employees’ health service might be used. This talk is supposed to be constructive about the company and the employee. The main focus should be on the company and their work situations effect on the employee’s health, but personal circumstances can also be addressed. The talk is of course confidential.

This action should also include the management - not only employees get burned out. If a leader of a department suffers from burn-out, this will have severe effect on the department’s environment, and the burn-out can spread to the employees...

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