|
Definition and symptoms
|
People often leave a workplace not because they didn't love their job but because they burned out. When we talk with people in workplaces over half the questions asked are to do with managing stress or burnout.
Helping workers navigate or avoid burnout can be a complicated path if you don't understand what caused it in the first place. There will be different solutions depending on the person and the reason for burnout. But it's more hopeful than you think, because this is a well-studied topic and the research (and solutions) are solid.
The World Health Organisation states that burnout is less about workload and more about how that workload is managed. Good managers and good companies prevent burnout altogether through preventative policies, workplace trainings and intelligent action. But how does a good manager notice when someone is beginning to burn out? Burnout is typically defined as a combination of exhaustion, negativity, and ineffectiveness. It has a similar look to depression, although it's not the same thing. Burnout tends to be specific to one's work life and the symptoms tend to be less acute. If someone is burnt out, they'll feel like they're not able to move their projects forward at a satisfactory pace or that if they do move their projects forward the reward for that work is more work. They'll feel frustrated yet also detached -- as though the work doesn't have meaning for them anymore. They may feel sadness, as though something has been lost inside of them, because, in fact, it has been lost. |
|
Burnout assessment
|
powered by Typeform |
|
Recovery plan
|
In the short term, taking a week off to pause and recharge can often help. At the same time, it's important to take a deep look at what systemic issues in the organisation caused that person to burn out. Burnout is symptomatic of an inconsistency within your business systems, and it's an opportunity to address this area and save others in the company from experiencing this depleting set of emotions. For the burnt out person, our BE, DO, CONNECT pillars can be a good starting point for rebuilding their mental fortitude.
|
|
Preventing burnout
|
The opposite of burnout is full engagement with one's working life, which comes from making progress towards meaningful goals. Employees need to feel that they're working towards the right goals, that their work is manageable, and that their finish line is possible. The good news is that these are very doable habits. Helping employees develop their habits and emotional intelligence through ongoing professional development can create a more engaged team who take responsibility for their mental and physical health. If you'd like to talk to someone at Breathe Repeat about our seminars or our flagship programme, you can email us today, and we'll get back to you promptly.
|