After working with thousands of employees, I've learned that by the time most leaders spot burnout, they're already too late. The subtle signs were there weeks or months earlier:

- Productivity drift: It's not a sudden drop. Deadlines start stretching, and tasks take longer. The change is so gradual that you might miss it unless you're actively looking.

- Watch for uncharacteristic conflicts with colleagues. When typically easy-going team members become irritable, it's rarely about the immediate issue.

- Withdrawal: One of the few visible signs - but it usually appears mid-crisis. By the time someone's withdrawn in meetings and avoiding basic social interactions, they're already struggling significantly.

- Tasks that once took an hour now take three. Difficulty concentrating becomes the new normal. Procrastination creeps in.

- Sleep issues, personal life challenges, and increased reliance on coping mechanisms. Work doesn't exist in isolation; personal struggles inevitably impact performance.

These aren't problems to solve. They're symptoms to prevent.

Most organisations focus solely on treatment. They wait for crisis point, then rush to intervene. But by then, they've missed countless opportunities for prevention.

The solution? Build everyday mental fitness, create genuine two-way communication channels, train mental health first responders, and address employees' daily stressors before they become crises. If you're concerned and stuck on what to do, DM me. I can help.

Preventing burnout isn't about spotting fires—it's about creating an environment where they struggle to start in the first place.