Understanding Burnout for Better Employee Well-being

Burnout from work is a critical issue that needs to be addressed to improve an individual’s state of being and overall productivity. We frequently hear the term “burnout” in the corporate setting, often used loosely to imply being tired or overwhelmed to the point where individuals struggle to deliver consistent quality work output. What is Burnout? What does it really mean when people say it in the office?

The World Health Organization (WHO) officially classified burnout as a medical diagnosis, including it in the International Classification of Diseases: “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”

How do you know you’re experiencing burnout? Here’s a closer look at the symptoms.

1. Feelings of Energy Depletion, Exhaustion, and Fatigue

One of the hallmark signs of burnout is a persistent feeling of energy depletion, exhaustion, and fatigue. Unlike the usual tiredness that comes from a hard day’s work, this type of exhaustion doesn’t go away with rest. Employees experiencing this symptom often find it difficult to get out of bed in the morning and may feel physically drained throughout the day, regardless of the amount of sleep they get. For example, a marketing manager might find that after a full night’s rest, they still feel too tired to participate actively in team meetings or to brainstorm creative ideas, affecting their overall productivity and enthusiasm for the job.

2. Increased Mental Distance from Your Job

Burnout also manifests as an increased mental distance from one’s job, characterized by a sense of detachment or a lack of engagement. Employees may find themselves going through the motions without any real connection to their work. For instance, a customer service representative might start to feel indifferent to client concerns and complaints, responding mechanically rather than with empathy and attentiveness. This mental distance can lead to a decline in the quality of service provided and can damage professional relationships.

3. Feelings of Negativism or Cynicism Related to Your Job

A shift towards a more negative or cynical outlook on one’s job is another clear indicator of burnout. Employees might begin to view their work and colleagues in a negative light, feeling that their efforts are futile or unappreciated. For example, a project manager might become increasingly critical of team members and management, expressing doubt about the company’s goals and strategies. This negativity can be contagious, lowering team morale and creating a toxic work environment.

4. Reduced Professional Efficacy

Finally, burnout significantly reduces professional efficacy. Employees struggling with burnout often feel ineffective and question their own competence and achievements. This can lead to a vicious cycle of decreased performance and increased self-doubt. For instance, an IT specialist who once solved complex problems efficiently might begin to second-guess their decisions and take longer to complete tasks, leading to missed deadlines and a decline in overall performance. This reduction in efficacy not only affects individual career growth but also hampers organizational productivity.

Recognizing these symptoms is crucial for both employees and employers in addressing burnout effectively. Implementing supportive measures, promoting work-life balance, and fostering a positive work environment can help mitigate these issues and enhance overall well-being and productivity.

A Harvard Business Review article by Jennifer Moss back in 2019 points out that burnout is less about the individual and more about the workplace environment.

There is misconception of Burnout as an individual problem. The article cites that superficial individual fixes might not be able to help at times. We often think of burnout as an individual problem, solvable with simple-fix techniques like “learning to say no,” more yoga, better breathing, and practicing resilience. However, mounting evidence suggests that personal, band-aid solutions are not enough to combat this rapidly evolving workplace phenomenon. In fact, they might be harming rather than helping the battle against burnout.

Now that burnout is officially recognized by the World Health Organization, it’s up to employers to manage it. Preventing burnout is possible, but it takes solid workplace practices, better data, timely and relevant questions, smarter budgeting (including micro-budgeting), and making sure wellness programs are part of the overall plan for well-being.

The role of employers in preventing burnout is vital. Although the WHO is now working on guidelines to help organizations with prevention strategies, many companies still have no idea what to do about burnout. Since burnout is not explicitly classified as a medical condition, the issue is less about liability for employers and more about the impact on employee well-being and the associated massive costs.

Key Strategies for Employers to Combat Burnout:

1. Institute a healthy work environment

Establishing a healthy work environment is crucial for preventing burnout. This involves promoting work-life balance, ensuring employees have reasonable workloads, and encouraging regular breaks throughout the day. For example, some companies have adopted policies that discourage after-hours emails or have implemented flexible working hours to help employees manage their personal and professional lives more effectively. Additionally, creating a comfortable physical workspace with good lighting and ergonomic furniture can also contribute to a healthier work environment.

2. Collect better data on employee well-being

To effectively address burnout, organizations need to collect relevant data on employee well-being and stress levels. This can be achieved through regular surveys, feedback tools, and even anonymous suggestion boxes. For instance, conducting quarterly well-being surveys can provide insights into how employees are feeling and what specific stressors they are experiencing. This data allows management to identify patterns and take proactive measures to improve the work environment.

3. Check in with Employees

Regularly checking in with employees is essential to understand their stressors and address them promptly. Managers should schedule one-on-one meetings or team discussions to ask questions about workload, work-life balance, and any challenges employees might be facing. For example, asking, “What aspects of your work are currently most stressful for you?” or “How can we better support your well-being?” can open up meaningful conversations and lead to actionable solutions.

4. Create programs to address employee burnout and set aside a budget

Allocating resources efficiently, especially through micro-budgeting, can significantly support wellness programs. This involves setting aside specific budgets for mental health resources, employee assistance programs, and other wellness initiatives. For instance, companies can invest in subscriptions to mindfulness apps, fitness programs, or organize regular wellness workshops. By focusing on these smaller, targeted investments, organizations can create a more supportive environment without straining their overall budget.

Addressing burnout requires a comprehensive approach that involves both preventive measures and ongoing support for employees. By recognizing the signs of burnout and implementing effective strategies, organizations can foster a healthier, more productive work environment that benefits both employees and the business.

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Career Connect Editorial Team