February 2026 Volume 8

OPERATIONS & MANAGEMENT

Of course, many people who are within the forging industry must deal with large workloads, extended communication hours and other factors for their entire career but still have not reported feeling burn-out symptoms. The final elements in the increased reports of burn-out include the process of learning the skills that are required to identify burn-out symptoms, being willing and able to acknowledge them as such, and having the mental space and time to notice these signs. It should be noted that in the past and present, many people who are in the workforce have felt symptoms of burn-out but simply had to push on regardless. Taking the time to recognize and treat burn-out symptoms is sometimes a luxury that not all have been able to afford. Changes within the Corporate Level A reduction in the percentage of the population that experiences burn-out can and should start with company policies. Company culture should continue to shift toward prioritizing mental health, open communication and supporting one another. This starts with company policies, including paid leave, family leave, pay structures, mental health resources and more. Prioritizing a healthy mindset should be promoted by managers and leaders. These influencers should be encouraged to lead their teams by example – taking time off, using their sick and vacation time, finding time to “unplug,” being open about prioritizing needs outside of work, and attending to their health and well-being. At the same time, company leadership must have open and regular communication with their employees regarding their workload. If individuals often are overworked, or need extra help occasionally, steps should be taken to avoid the continuation of the overload. Finally, if cross-functional teams are the way of the future, and roles are expanding, training must reflect these needs, so employees can feel prepared to handle a diverse set of day-to-day challenges. Other company policies, such as flexible work schedules and work from-home opportunities, are beneficial for many office employees and would be advantageous to implement. However, these benefits often are not accessible to many shift workers within forging and other manufacturing industries. Leaders across the world have tested and implemented additional methods of working structure to try to improve the work-life balance for shift-based employees. Some methods include shift schedules that include switching off between day and night shifts and alternative schedules. Other companies have found success by increasing shift times each day but reducing the total number of days worked in a week. Others have experimented with lessening the working hours from the 40-hour work week, without cutting pay. These companies have found increased productivity, lessening of stress and loss of burn-out symptoms. 6 Practical Tips for Individuals At the end of the day, there are many stressors that even the most proactive companies cannot prevent, which will push individuals toward burn-out. It is important for people in workplaces to have the tools to control what they can control, and to manage stress and adversity. The first step is for individuals to understand their “why.” Why go to work every day? Although for generations of the past, it might have been for financial security, that isn’t always the case for people who are in the workforce now, either because it isn’t possible or because there are other important values in people’s lives that also can be tied to work. Whether part of the motivation is to afford vacations with friends or family, to take advantage of

educational opportunities or to help others through work either directly or through mentorships and community, it’s important for people to find what makes them feel fulfilled in their work. They can take these values and priorities and use them to reframe their expectations. It can be beneficial to identify what one’s expectations are to understand where perspectives and realities might not be aligned. People should explore whether there are opportunities to adjust their mindset. For example, “I expect everyone to be working hard enough to keep up with my requests” can be modified to be “I expect that everyone has a lot going on with their lives and work, and although they might not be able to get back to me right away, they are still working hard.” Reframing expectations based on one’s values and reality can alleviate disappointment and frustration. Additionally, people can work on understanding and shaping their expectations of themselves. Individuals should prioritize finding time for real rest. Without true mental rest, the mind can be turned on for prolonged periods of time and be in a constant state of stress. The main methods to shift the mind away from this state of stress include incorporating physical movement, finding time for hobbies, and having a supportive community. Why Does It Matter? Reducing burn-out in the forging industry is a key part of strengthening production and industry across the world and of recruiting and retaining the next generation. Employees who have strong mental well-being are more focused, productive and engaged. 5 Performance is improved and the workplace environment becomes more positive and supportive. Company policies and culture have an undeniable effect on employees’ mental well-being. Nevertheless, everyone can work to alleviate some of the symptoms of burn-out by prioritizing “filling your cup” and learning to ask for help. Sources: 1. https://www.who.int/news/item/28-05-2019-burn-out-an occupational-phenomenon-international-classification-of-diseases 2. Leadership Spotlight: Workplace Burnout—A Growing Challenge — LEB 3. https://www.nami.org/support-education/publications-reports/ survey-reports/the-2024-nami-workplace-mental-health-poll/ 4. Moodle's State of Workplace Learning Report 5. https://www.forbes.com/sites/bryanrobinson/2025/02/08/ job-burnout-at-66-in-2025-new-study-shows/ 6. https://blog.theinterviewguys.com/four-day-workweek-goes-global/ Katie Dzierwa

Thermal Process Engineer, CA/AZ/NV Fives North American Combustion Inc. Phone: 216-373-8494 Email: katie.dzierwa@fivesgroup.com

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