BURNOUT IS ABOUT YOUR WORKPLACE, NOT YOUR PEOPLE

By Dr Sharmeen Shroff, Clinical Psychologist & Founder, Central Minds

In today’s fast paced and demanding corporate world, burnout is increasingly on the rise, affecting employees across multiple industries Traditionally, burnout has been attributed to individual factors such as personal resilience or the elusive work-life balance However, a paradigm shift is underway, highlighting that burnout is predominantly a result of workplace factors, rather than individual shortcomings.

It is no longer acceptable to simply encourage an employee to practice self-care or blame that employee for not having a healthy work life balance and cite these as the reasons for feeling burnt-out. While strategies like practicing yoga or mindfulness and getting enough sleep and exercise can all help improve an individual’s wellbeing, suggesting these practices are enough to cure burnout is dangerous and negligent.

In 2019, burnout was officially recognised by the World Health Organisation (WHO) as an ‘occupational phenomenon’ Again, proving the point that burnout says more about your workplace, than your people It is an organisational problem that requires an organisational solution.

What Is Burnout?

The World Health Organisation (WHO) defines burnout as a syndrome resulting in chronic workplace stress that has not been successfully managed. It is characterised by:

• Feelings of energy depletion or exhaustion

• Increased mental distance from one’s job, or feelings of cynicism

• Reduced professional efficacy

It is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. Burnout occurs when an individual feels overwhelmed, emotionally drained and unable to meet the constant demands of the workplace.

How To Recognise Burnout In Yourself And Others:

Burnout warning signs and symptoms can present as physical, emotional or behavioural The below is not an exhaustive list, but rather some of the most common signs that occur when someone is feeling burnt-out.

Physical

• Headaches

• Stomach-aches / Intestinal issues

• Fatigue

• Depleted energy

• Frequent illness / Lower immunity

• Changes in appetite/sleep

Emotional

• Helplessness

• Cynicism

• Sense of failure or self-doubt

• Decreased satisfaction

• Feeling detached or alone in the world

• Loss of motivation

Behavioral

• Reduced performance in everyday tasks

• Withdrawal or isolation

• Procrastination

• Difficulty concentrating

• Irritability / Impatience

• Using substances or food to cope

The intent of this list is not to diagnose anyone reading this article with burnout, rather it has been included to raise awareness of the signs and symptoms that one might experience if they are feeling burnt-out If you resonate with the majority of these symptoms, use this as an opportunity to reach out and ask for support from a friend, a family member, a colleague or a professional.

Workplace Factors That Contribute To Burnout:

Understanding what causes burnout can help organisations better match their policies to the needs of their workforces. The following is a list of workplace factors that increase the risk of employee burnout.

• Excessive Workload: When employees have a workload that matches their capacity, they can effectively get their work done, and still have time for rest and recovery When they chronically feel overloaded, these opportunities to restore balance and rest do not exist

• Perceived Lack Of Control: When an employee lacks autonomy in their job role, and they don’t have a say in decisions that impact their professional life it can take a toll on their well-being

• Reward Or Recognition: If the reward or recognition for an employee’s job doesn’t match the amount of effort and time they put in, they will ultimately feel like the investment is not worth the payoff

• Insufficient Support Or Poor Relationships At Work: Having a sense of belonging is necessary for mental health and well-being. This is true at work as much as it is in life. When employees feel part of a community, they are more likely to thrive. The opposite is also true that poor relationships at work can lead to burnout.

• Lack Of Fairness: Unfair treatment includes “bias, favouritism, mistreatment by a co-worker or supervisor, and unfair compensation and/or corporate policies,” When people are being treated unjustly, they are more likely to burn out.

• Values Mismatch: If an employee highly values something that their organisation does not, their motivation to work hard and persevere can significantly drop.

Addressing The Issue:

Often employer attempts at preventing burnout fail because they are band-aids to a larger problem or because employees believe that their leaders don’t care about their wellbeing as much as productivity. Below is a list of several ways that organisations can reduce employee burnout.

• Frequently Review Workload and Expectations: Regularly assess and adjust workloads to ensure they are realistic and manageable for each employee. Ensure that employees have the tools and resources they need to get their jobs done successfully.

• Empower Employees With Autonomy: Provide opportunities for employees to have a say in decisions and involve them in goal setting and professional development.

• Foster A Supportive Organisational Culture: Encourage open communication and collaboration. Create team psychological safety so employees feel safe enough to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes all without fear of negative consequences

• Promote Work-Life Balance: Don’t expect your employee’s to create this for themselves Organisation’s should offer flexible work arrangements and promote regular breaks Don’t encourage a culture of presenteeism

• Invest In Employee Wellbeing Training: Offer resources and initiatives from trained professionals such as accredited counsellors and clinical psychologists The more evidence based these resources are, the more employee’s will benefit

• Ask Better Questions: Ask employees what matters to them and what their priorities are. Employees may not have all the answers, but they can most certainly tell you what isn’t working and that is often the most invaluable data.

Organisations play a crucial role in creating a supportive environment that values employee well-being, thereby mitigating the risk of burnout and fostering, healthier, more engaged employees. Recognising burnout as a workplace issue, rather than an individual problem is a crucial step in creating a healthier and more productive work environment. It’s important for organisations to promote strategies like yoga and mindfulness and continue to encourage self-care – they are all invaluable to managing stress and promoting a general culture of wellbeing But when it comes to addressing and preventing burnout in the workplace, remember the responsibility lies with organisations, not individuals We won’t solve anything without first changing workplace culture.

About Central Minds

Central Minds is a Hong Kong based private psychology practice offering therapy and corporate mental health training Their Psychologists and Counsellors are passionate about utilising their extensive clinical experience and rigorous academic knowledge to ensure that organisations are taking the necessary steps to safeguard and support better mental health in the workplace

Website: www centralminds hk Telephone: 28136108

Dr Sharmeen Shroff Clinical Psychologist & FounderCentral Minds