Just like artificial intelligence or web3, the term burnout comes off as a buzzword saying nothing definite; AI is often viewed as either the hero simplifying tedious tasks or the villain taking over jobs. Similarly, burnout is seen as this vague, overarching cloud—always present but rarely fully understood.
However, burnouts aren’t as straightforward as they seem; the general consensus on burnout is that it’s a state of fatigue or creative block, with the blame often placed squarely on designers themselves.
Common reasons cited for burnout in creatives include:
- Workload: Designers take on more work than they can handle, pushing themselves beyond their limits.
- Time Management: Poor time management skills lead to long working hours, causing burnout.
- Rest: Failing to prioritize rest leads to physical and mental exhaustion.
But what if designers aren’t always to blame?
Research shows that even while resting, the human brain processes millions of signals, meaning burnout isn’t just about overworking. In fact, recent studies suggest that over 60% of workplace burnout could be linked to poor management and unrealistic expectations, not personal work habits. .
In this article, we’ll explore a different approach to burnout—one that shifts the focus from designers to agency owners, project managers, and clients. Yes, the job givers might be the ones pushing designers into the gloomy world of fatigue and creative block.
The Cost of Burnout: It’s Not Just Emotional
Burnout doesn’t just drain creativity—it’s expensive. The U.S. alone loses an estimated $300 billion annually due to burnout-related issues like absenteeism, reduced productivity, and employee turnover meaning it’s not an issue to be glossed over.
However, with burnout causes focused on designers, the world is set to lose more.
With several tools available for time management and breaks, burnout should be an obsolete issue if it is employee driven yet it isn’t, meaning the burnout concept requires a broader view.
Leading burnout causes in the design industry
1.Time Management and Unreasonable Work Hours
Designers often find themselves working unusually long hours, with some even staying late into the night or working weekends to meet impossible deadlines. “Once, in my former job, we had to stay after closing hours to receive a client’s brief, and eventually, we slept in the office,” says Shina, an agency designer, recalling the extreme demands of the job.
Modern technology, while a boon for productivity, has become a double-edged sword; The ease of remote work enable employers demand work at any time, with little regard for employees’ need for rest. In-house designers may have it slightly better, enjoying weekends off in industries outside of design, like banking. However, even they are often expected to meet off-hour demands due to the ease of digital communication.
Freelancers aren’t much better off. Project owners frequently set impossible deadlines, shifting the burden to designers who are left scrambling to deliver. This pressure cooker environment is a breeding ground for burnout.
How to Reduce Odd Hours:
Set Realistic Timelines: Agency owners and project managers might want to be upfront with clients about reasonable timelines and stick to them. This ensures that designers aren’t forced to work odd hours just to meet deadlines.
Hire Freelancers: Platforms like Youdesign allow companies to outsource work, lightening the load on in-house teams.
2.Recognition: The Key to Motivation
Everyone works harder when they feel appreciated.
Studies show that employees who feel valued are 47% more productive and report higher job satisfaction. Many employers know this and implement reward systems for exceptional work. Yet, some skip this , leaving designers without the juice to push further when goings get tough.
“Extensive projects worth millions ended with the same pay,” laments Ben, a designer, reflecting on feeling unappreciated after countless sleepless nights working on high-value projects.
On the flip side, Peter, a freelance graphic designer, jokes, “If I got paid a million naira every week, I could never get burned out.” While exaggerated, the point is clear—fair compensation, whether through salary, bonuses, or simple acknowledgment, can work wonders for motivation.
How to Implement Reward Systems:
Offer Praise: Regular words of thanks or acknowledgment can go a long way in making designers feel valued.
Bonus Structures: Quarterly bonuses or incentives for exceptional work keep spirits high and prevent burnout.
3.Constructive Feedback vs. Demoralizing Criticism
While praise is easy to give, feedback—especially constructive feedback—can be more challenging According to Harvard Business Review.
Only 26% of managers are good at giving constructive feedback without demoralizing their employees. providing feedback in a way that helps employees grow without demoralizing them is a skill that takes time to hone. Poorly delivered feedback can leave designers feeling unappreciated or incompetent.
“I always felt compared to others who were better than me,” says Dipo, a UI/UX designer, recalling feedback that chipped away at his self-esteem. Constructive feedback, on the other hand, should motivate designers to improve, not break them down.
However, constructive feedback, when delivered well, can be a valuable opportunity for growth for both the designer and the project. Unfortunately failure to perfect this delicate art tends to cause a burnout ind esigners who feel drained of mental confidence.
Simple Ways to Give Better Feedback:
Avoid Accusations: Instead of saying, “You’re using the wrong color,” try, “This color doesn’t seem to work here.” This removes blame from the designer and focuses on the task at hand.
Be Inclusive: Use phrases like, “We need to find a way to improve clarity,” instead of, “You need to improve clarity.” This fosters a sense of collaboration.
Provide Solutions: Don’t just point out problems—offer solutions. “Let’s use this color to emphasize this section” is far more helpful than simply saying, “There’s no emphasis here.”
Let’s Keep Burnouts at Bay
Ultimately, burnout in the design industry isn’t a one-sided problem.- it’s a 50 -50 one with everyone doing their bit to get work done.
Designers want to for instance ensure attention to color theories are paid or ensure simple tips for creating strong interfaces are employed without giving clients or employers a reason to critique.
On the other side these same designers should strive to maintain boundaries, prioritize rest, and communicate clearly with clients.
Meanwhile, employers need to recognize the toll that unreasonable demands, lack of appreciation, and poor feedback take on their creative teams.
Some Key Points to Remember
Set realistic timelines with clients to avoid cray pressure on designers
Include simple but effective reward systems to supercharge motivation
Provide feedback without crushing designers to dust.
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