Practical advice from an HR consultant in Dorset on recognising burnout before it costs you good people

If you’ve noticed your most reliable employee acting differently, it might not be a phase. The colleague who always stayed late now leaves on time. The team member who handled pressure with ease now seems on edge. These could be early signs of burnout.

In my work providing HR consultancy services in Dorset, I’ve seen how burnout can creep in quietly, cause lasting damage and cost business owners thousands. The good news is that with early action, you can turn things around.

Spot the signs of burnout you should never ignore

Burnout doesn’t arrive with a resignation letter. It builds slowly, showing up in ways that can be easy to miss at first.

Changes in performance

  • Once-reliable employees start making uncharacteristic mistakes

  • People who handled complex problems now struggle with routine tasks

  • A drop in care or pride for their work

Shifts in behaviour

  • Shorter tempers with colleagues, customers, or suppliers

  • More frequent or unexplained absences, often on key days

  • Reduced willingness to take on extra work

Lower engagement

  • Quiet withdrawal from meetings or discussions

  • Less communication with managers and peers

  • A sense they’re just “getting through the day”

The real business cost of ignoring burnout

When burnout goes unaddressed, it quickly becomes expensive.

Recruitment costs

Replacing a burnt-out employee can cost between half and double their annual salary once you factor in recruitment fees, onboarding and lost productivity.

Loss of experience

An employee leaving takes valuable knowledge and client relationships with them. It can take months for a replacement to reach the same level of efficiency.

Impact on the wider team

Extra workload for remaining staff can trigger a chain reaction of stress and further resignations.

Customer relationships at risk

Clients notice when service slips. Burnout can quietly erode the standards your reputation is built on.

How to take action before it’s too late

If you spot potential burnout, act early. Here’s a practical approach I recommend to Dorset business owners:

  1. Start with a private conversation

    Create space to talk openly about their workload and challenges. Listen without jumping in to defend or explain.
     

  2. Review the workload

    Look at what’s really on their plate. Have responsibilities crept up over time? Are they working longer hours than others?
     

  3. Relieve immediate pressure

    Shift non-urgent work, extend deadlines, or arrange temporary help to give them breathing space.
     

  4. Set clear boundaries

    If they’re replying to emails late at night or working weekends, agree on healthier limits.
     

  5. Tackle root causes

    Whether it’s understaffing, inefficient processes, or unclear expectations, address the source of the problem so it doesn’t return.

Building a culture that spots burnout early

You can’t monitor every employee’s wellbeing all the time, but you can create an environment where issues are noticed and addressed quickly.

  • Train managers to recognise signs of chronic stress

  • Make regular one-to-one check-ins about more than just tasks and deadlines

  • Encourage honest feedback without fear of judgement

When people feel safe speaking up, you can solve problems before they turn into resignations.

You don’t have to handle this alone

If you’re concerned about burnout in your team, working with an outsourced HR consultant in Dorset gives you access to both practical solutions and local expertise. I help business owners put systems in place that protect their people, improve retention and avoid unnecessary recruitment costs.

Let’s have a confidential conversation about how the right HR consultancy services in Dorset can help you safeguard your team and your business.