Sanjeet GhataoreIn Europe, well over 50% of workers experience symptoms of burnout. This global phenomenon is reflected in the US, where around 52% of workers also experience this syndrome.
The primary stage of becoming burnt out is known as emotional exhaustion, which can decrease productivity and have a massive impact on workers’ health.
However, if employers take steps to prevent or mitigate it among their staff, it can yield huge benefits both for personal wellbeing and the company’s bottom line.
Is burnout stress?
Burnout isn’t just stress on steroids, burnout is the result of chronic stress.
It’s beyond being busy. It’s a soul-deep exhaustion, feeling empty, emotionally drained, and unable to keep up with life’s demands.
While stress is like a battery running low, burnout is like the battery being completely flat. It can make you feel empty, lacking in motivation, and even hopeless.
Workers have limited resources, in terms of time and energy, to meet the demands of their jobs. While this pressure can stimulate employee learning and motivation, it can also hinder personal growth and affect wellbeing.
Workers suffering from emotional exhaustion have no physical or mental energy. They are irritated, frustrated and lack the strength to work well, and do only the bare minimum to save energy. It therefore affects not only their personal wellbeing, but also a company’s productivity.
Emotionally exhausted workers feel dissatisfied with their job and may think of quitting, but this has a flipside – satisfied workers who enjoy what they do, will have a positive attitude.
How can we prevent burnout?
Burnout is a term for stress related to the workplace, however, it can feel different to stress. Stress is a general response that our bodies have to protect us when under physical or emotional stress. Our bodies cannot differentiate between different types of threat, for example too many assignments at work, or when we are physically threatened, like being mugged.
The body responds to stressors in the same way, regardless of the type of threat- preparing us to run or fight if we need to.
Whereas with stress someone may feel too ‘full’ of emotion, pressure or anxiety, burnout can make someone feel like they are ‘empty’ of energy, motivation or hope. People experiencing burnout may describe feelings of exhaustion, negativity towards their job, and reduced efficacy.
A little stress, including in the workplace, is normal and can motivate us to complete tasks. However, if the stress goes on too long, or is too severe, this can lead to burnout.
To prevent burnout, it is helpful to think about how we manage stress:
- Try and identify areas in your work life that is contributing to feelings of stress
- Feeling overwhelmed can lead to burnout- break down your tasks by establishing your priorities or goals, and break down tasks into smaller, more manageable steps
- Take a look at your tasks- is there anything you can delegate or ask someone to help with?
- Make sure you take breaks during the day! Plan these in- these can help to boost energy levels and productivity.
- Self-care- make time to do the things that you enjoy and help to bring feelings of calm
- Plan your annual leave, take some time away from work and come back feeling refreshed.
It is worth noting that neurodivergent individuals may experiences additional factors that can cause burnout, such as masking and adapting to neurotypical expectations. While burnout relates to workplace stress, burnout for neurodivergent individuals can have an impact on other areas of life also.
Why is burnout so prevalent among young professionals?
One thing we can consider is the stage of someone’s career. Younger professionals may be trying to establish themselves, and network with others. Through doing so, there could be an increased sense of pressure and overwhelm.
It is also worth noting the pandemic here. In many organisations and workplaces, the pandemic prompted the use of available technology to make work more flexible in terms of time and place. These new ways of working have opened up the debate on how, where and when people work, which in turn has an impact on employees’ expectations, behaviour and wellbeing.
These new ways of working can be advantageous, but they can also be another source of workplace pressure that affects physical and mental health in a number of ways. Working remotely or hybrid makes it harder to make connections with others, and we are still dealing with the effects of this.
However, as a benefit, online work has made working environments more flexible. However, it can also cause information overload, interruptions, misunderstandings and the need to be constantly connected. This is exacerbated by lack of support, resistance to change and difficulties in balancing work and family life.
What steps can be taken by companies to support their workers and prevent burnout from occurring?
On a larger scale, it is important to create an environment that feels safe, a compassionate culture promoting wellbeing in the workplace.
A place where employees feel able to share how they are feeling in the workplace without fear of being judged or penalised.
Steps that employers can take include:
- Supporting employees to manage reasonable workloads, supporting reflection on priorities to help balance tasks and priorities.
- Promote work-life balance. Encourage them to log off at the end of their contracted hours, rather than continuing to work after-hours.
- Prompt employees to book in annual leave.
- Have conversations with employees about what will help them to feel more comfortable with work- would they prefer hybrid working, or to work in the office? What would work better for the employee- keeping boundaries with working hours, or working more flexibly?
- Encourage employees to seek support from a modern Employee Assistance Programme under clinical governance.
Is therapy the best way of dealing with burnout? What are the best strategies?
Therapy can be beneficial for people experiencing burnout. It can help individuals to make sense of what is happening, and to build a toolkit of strategies that can be used at times of need.
Strategies may include:
- Setting boundaries
- Re-evaluating priorities
- I will do as much as I can in the time I have
- I can only do my best
- I need a break, so I’ll take a break
- Will it matter in 5 years?
- Being mindful of our negative bias- make space for the positives
- Accept what can’t change whilst validating the impact on your feelings
- Focus on what you can control
- Self-compassion and self-kindness
Employers have a duty to avoid emotional and mental exhaustion. They can do this in a number of ways, such as providing a good working environment that supports workers’ emotional wellbeing, balancing workloads, and promoting positive and motivational leadership styles.
They can also take more concrete steps: training and growth programs, clear communication rules, and workplace cultures that foster respect and teamwork. Implementing these measures doesn’t just lift employee wellbeing, it ultimately fuels company success.
Dr Sanjeet Ghataore is clinical lead and consultant clinical psychologist at Spectrum.Life
