Get exclusive insights into the early signs of disengagement, the risks of burnout from both overwork and under-engagement, the behaviours that indicate fake workplace presence, and practical ways to restore genuine productivity and accountability.
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0Employee well-being issues often show up as disengagement or burnout. Disengagement occurs when workers mentally switch off, showing minimal effort, while burnout is when high performers overwork, sometimes 10–11 hours, until stress and fatigue take over.
Both result in digital presenteeism, appearing "active" online through fake app activity or long idle time. Disengaged workers may lack clear goals, or fee unappreciated, while overworked employees use it to hide exhaustion. If unaddressed, both can erode trust, morale, and productivity, harming team culture and performance.
What’s Coming Your Way?
Recognising early disengagement from withdrawal or burnout before it affects productivity.
Understanding how both under-engagement and over-engagement can lead to a fake presence
Practical strategies to re-engage employees without adding unnecessary pressure or expectations
Building a balanced culture that values well-being, sustainable productivity and genuine contribution
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Clear differences between burnout-driven disengagement and simple lack of effort
Real-world examples of burnout leading to disengagement and false productivity
Proven techniques to detect fake workplace presence while boosting productivity without
invading privacy
A live Q&A to discuss your challenges with our expert speaker
Customer Success Manager
With extensive workforce management industry expertise, driving client success through empathy and data-driven strategies for measurable business outcomes.
The webinar described burnout as stress in the workplace due to overutilisation, and disengagement as a loss of engagement and low morale due to underutilisation. Both are at opposite ends of the same spectrum but equally destructive to productivity.
The session demonstrated how workplace analytics may reveal early risks by:
The discussion has highlighted how to transform insights into actual interventions through:
An ongoing process of improvement was shared as the blueprint for solving both burnout and disengagement.
The webinar was also concluded with a Q&A session on how managers can identify warning signs of burnout at an early stage, engage struggling employees, and leverage data to create more resilient and healthier teams.
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