Why are vehicle checks important in the healthcare industry?
24 February 2026
Protecting your mental health isn’t just for those diagnosed with a condition. It’s important for all people. Figuring out the root causes and signs of job burnout for healthcare professionals can allow you to better look after your team or, as an individual, signal that you may need to ask for support.
We all have days where we feel more tired or lethargic, especially if work has been particularly challenging lately. However, if you notice that your tiredness is ongoing, even after days off or a decent night’s sleep, this may signify an underlying issue.
Much like you would have been trained in how to document care notes, it can be useful to start keeping a sleep diary. This can help you to keep track of when you’re going to bed and waking up, including throughout the night. If good sleep doesn’t help with fatigue, you should speak to your manager for support and potentially consult with a doctor for assistance.
Remember that fatigue doesn’t just affect you, it also impacts those around you. Exhaustion can change how you interact with loved ones, your behaviour during the working day, and even safety in terms of client care or ability to drive safely.
Those who are struggling to manage when experiencing burnout may be less able to dispel negative thoughts. While many of us try to look on the bright side during struggles or bad situations, it isn’t always possible.
Some of the signs here can include:
A healthcare professional’s performance isn’t just about how they carry out tasks, but instead encompasses the entirety of their role. Signs of burnout that affect performance can be:
Struggles with burnout or poor mental health don’t just affect the mind or emotions. A person’s physical health can also be greatly impacted.
If you’re stressed and overwhelmed, this can result in a weakened immune system, meaning all those colds and stomach bugs going around are more likely to affect you!
This can result in more frequent absences from work that may leave you feeling even more stressed due to concerns about absence rates, creating a vicious cycle where both burnout and health continue to deteriorate.
It is imperative that you speak to your manager if you are feeling overwhelmed, so measures can be put into place such as reducing workload or offering flexible working arrangements. This can benefit both the business and your wellbeing.
Many of us don’t just see our colleagues as people we happen to work with. Often, we know information about their families, interests, and form a personal connection. In short, your colleagues may also be your friends.
As a good friend, you want to be there when an individual is experiencing struggles. However, it may not be something you can resolve on your own. Being a listening ear can be good, but you should also attempt to signpost your friend to speak to a manager or doctor for additional support.
Sadly, sometimes people may not reach out for support, either due to fears of repurcussion or not wanting to admit how bad things are getting. It is in these moments that you may need to speak to a manager yourself. While this may feel like you’re betraying your friends trust, it is important that help is sought before situations deteriorate any further. This can help to safeguard both your friend’s wellbeing and the clients they support.
As a manager or employer, you understand how important it is that the business keeps moving. However, this should not come at the cost of employee welfare.
Ensure that all employees know who they can speak to about their own, or someone else’s, wellbeing. You may want to include other relevant individuals in case the employee doesn’t feel comfortable speaking to their direct line manager.
When you learn of an employee’s struggles, either through being told by them, someone else, or even recognising the symptoms, you must act immediately.
Any discussions had with the individual should be supportive. It is likely that they are somewhat aware that they aren’t as on top of things as they normally are, so any chastising may only make them feel even more guilty.
Instead, speak to them from a place of concern and compassion, that you want to support them as a person, not merely as a worker.
This could involve taking time to listen, or allowing them time off work to attend medical appointments. You might need to rearrange their shifts, decrease their workload, or arrange for regular check-ins to see how they’re doing.
A compassionate manager is more likely to create a positive working culture, reduce the likelihood of future burnout, and find ways to change existing processes to benefit both the business and wellbeing of the team.
We hold regular reviews with all staff, regardless of role or hours worked. This allows us to check how they are performing, addressing any issues or trends, and build a strong working relationship. Within these reviews, we check how our employees are.
Alongside this, we take steps to identify members of the team who may be stressed or experiencing burnout, and hold 1-2-1 wellbeing meetings to find out if, and how, we can support the individual.
All members of staff are encouraged to speak to Louise, Hayley, Rachel, or Verity if they need support, and have access to both our on-call service and Employee Assistance Programme on a 24/7 basis.
Verity joined Absolute in February, 2025, as our HR & Recruitment Administrator.
With a background in HR, customer service, and marketing, she has taken the lead on crafting digital content.
Outside of work, Verity enjoys woodland walks, cooking, and video games.
