Burnout radar: how HR data analytics can spot trouble before it spreads

Our modern, always-on world of work is a recipe for burnout. And employee burnout isn’t ‘just’ a personal issue: it’s a business risk. Exhausted, overwhelmed employees can impact morale, productivity, and retention. That’s why HR leaders should turn to HR data analytics to act as an early warning system, and help them to spot signs of burnout before it becomes a widespread problem 

But where should you focus your attention? What metrics matter most? And how does Ciphr’s HR data analytics platform help you not only track these issues, but also act on them with confidence? 

Let’s look at the key indicators that suggest burnout may be closer than you think, and how Ciphr analytics can help HR teams respond with clarity, precision, and care. 

What's in store?

1. Absence: monitor patterns in time off
2. Productivity and performance: make sense of the metrics
3. eNPS: tap into employee sentiment
4. Overtime: going the extra mile, but at what cost?
5. Turnover: what is driving people to leave?
6. 121s and manager insights: data that drives human connection

Do your employees take enough time off to recharge? Are unplanned absences quietly creeping up? 

A lack of annual leave and a rise in unplanned sick days can be early signs of workplace burnout. Whether it’s people skipping holidays or calling in unwell more frequently, time off data provides great insights into your workforce’s wellbeing. 

Data analytics software can uncover concerning trends. HR teams can then use this data to analyse patterns across teams and individuals, and quickly identify people who may need encouragement to take leave, or extra support to cope with ongoing challenges. 

Ciphr’s in-built absence tracking helps you monitor both planned and unplanned time off. A few clicks can instantly surface trends and identify outliers, helping HR to support managers to promote healthier working habits across their teams. 

2. Productivity and performance: make sense of the metrics 

Is a sudden change in productivity pointing to a bigger issue? Dips in output might suggest your people are disengaged or fatigued, while spikes could point to potential overwork. Context here is key. It’s hard to know what’s normal and what’s not, and only you (and your analytics tech) can identify unusual patterns. 

Ciphr’s intuitive KPI dashboards help HR leaders and managers zero in on key metrics that could indicate potential burnout. If you explore these insights in context, it’s easier to spot at-risk individuals before burnout takes hold. 

3. eNPS: tap into employee sentiment 

A drop in employee Net Promoter Scores (eNPS) could correlate with a drop in morale. When people stop recommending your organisation as a great place to work, it’s time to dig deeper. A low eNPS often reflects issues with workload, recognition, or wellbeing, all common burnout triggers. 

People teams can track eNPS scores alongside other key wellbeing indicators. Trends in eNPS data can then reveal where employees might be struggling, even when they’re not saying it directly. 

Ciphr analytics feature: With Ciphr analytics, you can view eNPS data in context and cross-reference scores with absence, performance, or overtime trends to build a fuller picture of what’s driving sentiment. HR data analytics like these transform qualitative feedback into actionable insights. 

4. Overtime: going the extra mile, but at what cost? 

Frequent overtime walks a fine line between dedication and danger. Employees who regularly work past their contracted hours may be overburdened, struggling with boundaries, or trying to compensate for systemic issues. All of which can lead to burnout. 

HR analytics can bring overtime patterns into the spotlight. Identify who’s working longer hours, and whether it's concentrated in certain roles, departments, or time frames. 

Overtime reporting within Ciphr analytics enables you to identify persistent overtime workers and understand the context behind their hours. These insights can be used to support conversations about workload, resourcing, and wellbeing before their perseverance turns problematic. 

5. Turnover: what is driving people to leave? 

Unexplained or high turnover may be a symptom of hidden burnout. When people start to leave, especially from specific teams or under certain managers, it could be a sign of a bigger underlying issue. From poor management to constant or unwarranted pressure, this is one metric you can’t take lightly.  

Data analytics tools enable HR teams to analyse exit data and understand what’s driving churn. Whether the cause is workload, leadership, or personal factors, insights from staff turnover data can inform smarter HR interventions. 

Our turnover analytics is a key focus for future development*. Soon, users will be able to track leaver trends across departments and correlate them with burnout-related data points, such as overtime, absence, and eNPS. So you can turn exit patterns into retention strategies. 

*As detailed in our product roadmap. Subject to change without notice 

6. 121s and manager insights: data that drives human connection 

Burnout typically doesn’t announce itself loudly. Sometimes, the signs are subtle: an employee might become withdrawn, miss a deadline, or just become less engaged. Line managers are often closest to the early signs, but may not always have the tools to take action. 

Empower your line managers with real-time, data-led insights. Integrated, accessible analytics help managers prepare for meaningful 121s that address these hidden and often sensitive issues. 

Ciphr’s integrated navigation between HR and analytics allows managers to view real-time employee data in context, making 121s more informed and actionable. And with AI-driven tools on the roadmap, subtle burnout indicators will become easier to detect, even for less experienced managers. 

Real-time reporting can become the ‘ace up HR’s sleeve’ for creating great workplaces 

Real-time reporting that uncovers burnout indicators can be an incredibly useful way to help HR, managers and ultimately employees connect more meaningfully.  

With one in seven (14%) HR professionals saying that workforce and HR reporting is a source of stress in their role, Ciphr analytics has been created by HR pros, for HR pros and designed to tackle these challenging issues with the care they need. 

By simplifying reporting and truly getting down to the ‘brass tacks’ metrics, Ciphr helps you become more confident in your decisions, and less overwhelmed by the process. 
 

See the signs. Support your people 

Burnout is a complex, human-first challenge — but catching it early doesn’t have to be. With our HR data analytics, you can turn fragmented information into clear, connected insight and support your people before stress becomes burnout, and before burnout becomes churn. 

Ready to see how Ciphr analytics can help you take the stress out of spotting burnout? Request a demo today, or download our analytics factsheet to learn more.