20 signs of an overworked employee

Overwork is often seen as a badge of dedication, but the reality is far from glamorous. Employees pushed beyond their limits face not only mental and physical strain but also a decline in productivity and engagement. For organizations, the cost of ignoring overwork can snowball into missed targets, high turnover, and a toxic workplace culture.

However, overwork doesn’t have to be inevitable. Organizations that proactively address this issue can build not only healthier employees but also a more innovative and efficient workforce. Establishing systems for feedback, workload assessments, and wellness initiatives is essential to counter the risks.

Spotting the signs of an overworked employee early is critical. Recognizing these signs gives you the chance to address issues before they spiral out of control, ensuring a healthier, more balanced workforce. By paying attention to the signs of an overworked employee, you can build a workplace that values sustainability over short-term gains.

Moreover, focusing on sustainable work practices can improve employee retention, morale, and organizational success in the long run.

Why are employees overworked? The root causes explained

Overwork doesn’t just happen. Rather, it’s the result of underlying issues that often go unnoticed. From understaffing and unrealistic expectations to poor resource allocation, these root causes create a cycle of stress and inefficiency. By understanding and addressing these factors, you can break the cycle and build a healthier, more productive workplace.

1. Unrealistic workloads

When expectations don’t align with the available time and resources, employees are forced to overextend themselves. Assigning excessive tasks without considering capacity can quickly lead to burnout. Over time, this creates a cycle where employees begin to dread their workload, impacting both their morale and the quality of their output.

2. High job expectations

Demanding perfection or expecting employees to always “go the extra mile” can create unrelenting pressure. While high standards are important, demanding perfection without offering proper support or recognition can leave employees feeling overwhelmed. A little appreciation can go a long way in balancing expectations and morale.

3. Understaffing

A lean team might look cost-effective on paper, but it only counts as lean if your day-to-day operations are lean as well. Otherwise, it’ll take a toll on your employees and, eventually, your turnover costs.  Chronic overwork becomes the norm when employees are constantly stepping into roles outside their scope to fill gaps. Addressing this ensures both efficiency and well-being.

4. Poor time management

Ineffective prioritization or unclear deadlines can lead employees to work overtime unnecessarily. 

Without a proper business strategy and project management on the business level, employees will work like hamsters in the will – constantly focusing on false urgencies. 

It’ll end up with the company hitting the wall, and retaining employees will become the mission impossible

5. Lack of resources

Employees without the tools, training, or support they need from resource groups are forced to work longer and harder to achieve the same results. 

These gaps often become the main cause of overworked employees at the expense of their health.

6. High-pressure workplace culture

In cultures that glorify constant hustle, employees may hesitate to ask for help or set boundaries, fearing they’ll appear weak. Shifting the focus to collaboration over competition can make all the difference.

Recognizing these root causes is the first step to creating a healthier, more productive and innovative workplace. Addressing them head-on shows employees that their well-being is a priority—not just their output.

How overwork impacts people and organizations

Overwork doesn’t just wear employees down—it impacts the entire organization. The signs of an overworked employee, if left unchecked, ripple across teams, leading to diminished morale, increased turnover, and decreased productivity. Understanding these signs is crucial for addressing the problem effectively.

Additionally, prolonged periods of overwork can erode trust within teams, as employees may feel unsupported or unfairly burdened. Hence, you should invest in building a culture of workplace transparency and fairness to mitigate these effects and build stronger team cohesion.

Effects of overwork on the employees

1. Burnout and exhaustion
   Pushing employees beyond their limits inevitably leads to physical and mental fatigue, both classic signs of an overworked employee. Burnout (marked by chronic exhaustion, irritability, and detachment) is one of the most common outcomes.
   
   Forbes’ research revealed that 86% of workers have experienced moderate, high, or extreme stress in the past year, with work being the primary source. In addition, research at Stanford estimated that work-related stress results in an additional $190 billion in healthcare costs per year.
2. Declining mental health
   Stress from overwork doesn’t stay at the office—it seeps into every aspect of an employee’s life. 

Anxiety, depression, and decreased focus are common side effects, and they can lead to costly mistakes. Think of a software developer working 12-16 hour days for months —missing critical bugs or details becomes almost inevitable.

3. Physical health issues
   The physical toll of overwork is undeniable. Long hours increase the risk of heart disease, stroke, and even weakened immunity—serious health issues that often appear as signs of an overworked employee. In fact, a 2023 study published in the Journal of Stroke found that long working hours are closely linked to cerebral infarction, with job stress and sedentary lifestyles playing a significant role.
4. Reduced productivity
   While it might seem counterintuitive, overworked employees often produce lower-quality work. If it’s combined with undervaluation and lack of recognition in the workplace, it could seriously affect engagement and performance in the long run. 

Effects of overwork on the organization

1. High turnover rates
   Do you know how much it costs to replace a single employee? Estimates suggest that the cost of replacing a salaried employee ranges from six to nine months of their average salary. 

For example, if an employee earns $60,000 annually, the replacement costs could amount to $30,000 to $45,000. Overworked employees are more likely to quit, leaving you with expensive hiring and training gaps that disrupt your team’s rhythm.

2. Low team morale
   Overwork isn’t an isolated issue. When one team member is overwhelmed, it affects the entire group.
   
   Seeing a colleague struggling can make others feel anxious about their own workloads, creating a cycle of stress and dissatisfaction. Monitoring employee sentiment regularly can help identify morale issues before they escalate.
3. Decreased innovation
   Creativity needs breathing room. Overworked employees don’t have the mental bandwidth to experiment or problem-solve—they’re too focused on surviving the day. Without innovation, your organization risks stagnation in a competitive landscape.
4. Reputation damage
   55% of workers believe their employer perceives the workplace environment as mentally healthier than it actually is.
   
   Your employees are your ambassadors. When they feel overworked, they’re less likely to speak positively about their experience.
   
   Negative reviews on platforms like Glassdoor can make it harder to attract top talent and can tarnish your brand’s reputation as an employer. 
   
   In addition to reviews, overworked employees may share their dissatisfaction within their professional networks, spreading negative perceptions. Conducting anonymous pulse surveys can help detect issues before they escalate to public forums.

20 signs of an overworked employee

Identifying overworked employees early is critical to maintaining a healthy, productive workplace. Here are some of the most common signs to watch for:

1. Declining performance

Have you seen a once-reliable employee start making more mistakes or taking longer to complete tasks? This could mean they’re stretched too thin. An analyst managing too many projects, for instance, might deliver error-filled reports, which is a clear sign of overwork.

2. Missed deadlines

Missed deadlines aren’t always about poor time management. Could an employee be juggling more than they can handle? When priorities stack up without enough support, it’s only a matter of time before something slips through the cracks.

“It’s also our collective delusion that overwork and burnout are the price we must pay in order to succeed.” – Arianna Huffington

While it may seem like pushing harder leads to more productivity, the truth is that being exhausted only makes it harder to meet expectations in the long run. Overworked employees may struggle to meet deadlines, leading to a vicious cycle of stress and inefficiency.

3. Frequent absences

Overworked employees are more likely to call in sick, either due to stress-related health issues or burnout. If you notice an uptick in unscheduled absences or late arrivals, it could indicate they’re struggling to cope.

4. Exhaustion and fatigue

Persistent tiredness is a stamp of overwork. Employees may appear visibly drained, struggle to stay alert in meetings, or even rely on different stimulants to get through the day.

5. Decreased engagement

Engaged employees are proactive and enthusiastic, but overwork can lead to disengagement and overall dissatisfaction.

If someone who was once highly involved starts showing indifference or avoids contributing ideas, it’s a red flag.

6. Increased irritability or emotional outbursts

Stress can cause employees to become more irritable or prone to emotional outbursts. If a team member reacts strongly to minor inconveniences, it might be time to assess their workload.

Look for patterns of conflict between team members. Frequent interpersonal disputes may indicate that stress levels affect workplace dynamics, requiring immediate intervention.

7. Physical symptoms

Stress doesn’t just stay in the mind. Have employees mentioned headaches, muscle tension, or other health complaints? These could be stress-related signs of overwork.

8. Withdrawal from team interactions

Overworked employees may isolate themselves, skip team lunches, decline meeting invitations, or avoid informal conversations. This could be their way of conserving energy or coping with stress.

9. Loss of passion for work

A previously passionate employee who suddenly seems uninterested or disengaged in their role may be overworked. This shift often results from exhaustion or a feeling of being undervalued. Employees showing this sign may benefit from being reassigned to tasks they enjoy or excel at. Engaging them in career development discussions can reignite their enthusiasm.

10. Over-reliance on overtime

While occasional overtime is normal, consistently working late or logging extra hours can indicate an unsustainable workload. If employees feel they can’t finish tasks within regular hours, it’s worth examining why.

11. Decline in creativity

Overworked employees often lose the mental bandwidth needed for creative thinking. They might avoid brainstorming sessions or struggle to generate innovative solutions, opting for the bare minimum instead.

12. Overly defensive or resistant to feedback

When employees are overworked, they might perceive feedback as criticism rather than a constructive opportunity. This defensiveness often stems from feeling stretched too thin and undervalued.

13. Increase in mistakes

Attention to detail suffers when employees are overwhelmed. Frequent errors in their work—whether small typos or critical oversights—can indicate they’re unable to focus due to stress.

14. Over-commitment

Ironically, overworked employees may take on more than they can handle, either out of fear of saying no or because of an ingrained sense of responsibility. This behavior can exacerbate their stress levels.

15. Poor decision-making

Chronic stress impacts cognitive functions like decision-making and problem-solving. Employees may become indecisive or make rash choices that can affect team or project outcomes.

16. Loss of confidence

Overwork can lead to self-doubt, especially when employees feel they’re falling short despite their efforts. A confident team member who starts second-guessing themselves may be struggling with burnout.

17. Increased dependency on coping mechanisms

Turning to excessive caffeine, unhealthy snacking, or even avoiding tasks entirely can signal that an employee is using coping mechanisms to get through the day.

18. Avoidance of professional development

Overwhelmed employees may avoid opportunities for career growth, such as training or mentorship, because they simply don’t have the time or energy to engage in these activities.

19. Complaints or jokes about overwork

Pay attention to what employees are saying. Offhand comments or jokes about “living at the office” or “working two jobs” might actually be expressions of genuine concern about their workload.

20. High levels of distrust

Overwork often leads to a breakdown in trust, as employees may feel unsupported or exploited. They might stop communicating openly with managers or withdraw from team discussions.

Proactive solutions to avoid employee burnout

Preventing overwork is about creating an environment where employees can perform at their best without compromising their well-being. By taking proactive steps, managers can reduce stress, improve morale, and increase productivity.

1. Set realistic workloads

Assign tasks based on each employee’s capacity and skills. Consider the complexity of projects and the time they require. Encourage employees to communicate if they feel overwhelmed and adjust workloads as needed.

Empowering employees to set boundaries—such as declining additional tasks when they’re at capacity—can also encourage a healthier approach to workload management.

Offering training on time management and prioritization skills can complement these efforts.

2. Create a supportive culture

Create a collaborative atmosphere where asking for help isn’t seen as a weakness. Promote open communication and ensure employees feel comfortable discussing their challenges. This builds trust and prevents burnout from going unnoticed.

HeartCount helps create a supportive culture by enabling companies to measure and monitor employee well-being regularly through its user-friendly platform. With weekly check-ins and real-time feedback, managers can identify when employees may be struggling and proactively address concerns.

3. Monitor work hours and overtime

Encourage employees to stick to their regular working hours. If overtime becomes a pattern, investigate the root cause and address it.

Keeping an eye on overtime patterns helps you identify inefficiencies or understaffing before they become major issues. 

4. Provide the right tools and resources

Equip your team with the tools, training, and technology they need to work efficiently. A well-prepared employee is less likely to feel overwhelmed by their tasks.

5. Encourage regular breaks

Short breaks throughout the day help employees recharge and maintain focus. Introduce practices like “no-meeting afternoons” or encourage employees to step away from their desks during lunch. Additionally, implementing tools like screen-time reminders can help employees step back from prolonged computer use. Incorporating walk-and-talk meetings can serve as both a break and a productive activity.

6. Clarify priorities

When everything feels urgent, employees may struggle to prioritize. Work with your team to identify the most critical tasks and focus their energy where it’s needed most.

7. Promote work-life balance

Set an example by maintaining a healthy work-life balance yourself. Encourage employees to unplug after work hours and take full advantage of their vacation days.

8. Conduct regular check-ins

Frequent one-on-one meetings provide an opportunity to gauge workload and stress levels. Use these check-ins to listen, offer support, and brainstorm solutions together.

9. Recognize and reward effort

Acknowledge employees’ hard work and celebrate their achievements. Recognition not only boosts morale but also reminds employees that their contributions are valued.

Providing both formal (e.g., awards) and informal (e.g., verbal praise) recognition can make employees feel appreciated.

Peer-to-peer recognition programs can also strengthen team dynamics and reduce the feeling of isolation.

Building a balanced workforce: Final thoughts

Overwork can silently erode both employee well-being and organizational success. By recognizing its signs early, addressing its root causes, and nurturing a culture of balance, you can create a workplace where employees thrive and productivity flourishes. 

From setting realistic workloads to leveraging tools like HeartCount, proactive measures go a long way in ensuring a healthy, engaged, and high-performing team.

Ready to prioritize employee well-being and engagement?
Start your journey with HeartCount. Track engagement, prevent burnout, and create a supportive workplace culture.

Your team deserves a workplace where they can excel without overextending themselves. HeartCount can help make that vision a reality.