Employee Burnout in the Workplaces
Burnout in the workplace is a major problem, with remote work and the ongoing pandemic both contributing to the rise in burnout rates. Reduced productivity, absenteeism, and turnover are all consequences of burnout. Employers must be aware of the symptoms of burnout and act. This blog post will go over the symptoms of burnout, its causes, and practical solutions for dealing with it at work.
Indicators of burnout:
Burnout is a state of persistent stress-related emotional,
bodily, and mental depletion. Burnout can have subtle symptoms, such as a lack
of desire and interest in one's work, feelings of exhaustion and overwhelm,
decreased performance and productivity, an increase in cynicism and negativity,
and physical complaints like headaches and stomachaches. If an employee
exhibits these symptoms over a lengthy period of time, burnout may be the
cause.
Causes of Burnout:
Workload, loss of control, and workplace culture are a few of the elements that might contribute to burnout (Schaufeli, Leiter, & Maslach, 2009). Burnout rates have increased as a result of remote work and the ongoing epidemic. Employees may experience stress and overwhelmed if there are no clear boundaries between work and family life (Shanafelt et al., 2021)
Addressing Burnout:
Employers can act to alleviate workplace fatigue. One tactic
is to encourage workers to take breaks and detach from their jobs in order to
promote work-life balance. Employees can manage stress and avoid burnout by
using mental health tools like coaching or counselling.
Recognizing employee burnout, understanding it, and considering how you could be contributing to it will help your organization combat it (and, vice versa, how you can prevent it). It entails taking part in tactical initiatives to reduce burnout risk as well as burnout in general.
Make an effort to treat each team member with the same degree of respect, and make sure your rewards are distributed equally throughout the business.
The development of a welcoming workplace culture that places
a high value on employee well-being is another tactic. In addition to offering
services for mental health help, employers should encourage open communication.
Additionally, managers can do routine staff check-ins to spot burnout symptoms
and help as necessary.
Conclusion:
Employers must act to address burnout, which is an issue
that is becoming more and more prevalent in the workplace. Employers can assist
avoid burnout and advance employee well-being by recognizing the symptoms of
burnout and offering resources and support to their staff. Employers can assist
staff members in managing stress and avoiding burnout by encouraging work-life
balance and developing a positive workplace culture.
References:
Maslach, C. and Jackson, S.E., 1981. The measurement of
experienced burnout. Journal of Organizational Behavior, 2(2), pp.99-113.
Schaufeli, W.B., Leiter, M.P. and Maslach, C., 2009. Burnout:
35 years of research and practice. Career Development International, 14(3),
pp.204-220.
Shanafelt, T.D., Boone, S., Tan, L., Dyrbye, L.N., Sotile,
W., Satele, D., ... & West, C.P., 2021. Burnout and satisfaction with
work-life integration among physicians in the United States. Mayo Clinic
Proceedings, 96(2), pp.271-282.
Hi Gayan, your blog provides good overview of the issue of employee burnout and offers some practical solutions for addressing it! Well done.
ReplyDeleteIf you would permit me I think would add value to your post if you explore the financial costs of employee burnout and how addressing it can impact a company's bottom line. For example, Trotta (2023) notes that “burnout cost is the hidden internal tax you pay by not addressing low engagement and employee morale concerns” therefore it is actually very much in the organisations financial interest for the employees to be given a good work-life balance and sufficient flexibility. More and more organisations are looking at “sustainable work” basically where It’s about enabling employees to have a sense of control and predictability, flexibility, and sufficient time for daily recovery in their job role (McKinsey, 2022)
References
McKinsey & Company (2022) | Addressing employee burnout: Are you solving the right problem? | McKinsey (no date). Available at: https://www.mckinsey.com/mhi/our-insights/addressing-employee-burnout-are-you-solving-the-right-problem (Accessed: 16 April 2023).
Trotta, J (2023) | Burnout – The Impact to Your Bottom-Line Results and Organization. Available at: https://www.leadersedgeinc.com/blog/burnout-the-impact-to-your-bottom-line-results-and-organization (Accessed: 16 April 2023).
Best Regards, Nithila
I much appreciate your feedback and recommendations
DeleteEmployee burnout is a prolonged response to chronic emotional and interpersonal stressors on the job, according to World Psychiatry. The response has three key dimensions: overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment. Alienation from (work-related) activities: People who have burnout find their jobs increasingly stressful and frustrating. They may start being cynical about their working conditions and their colleagues. At the same time, they may increasingly distance themselves emotionally, and start feeling numb about their work.
ReplyDeleteDepression: What is burnout? - InformedHealth.org - NCBI Bookshelf
nih.gov
https://www.ncbi.nlm.nih.gov › books › NBK27928
I much appreciate your feedback and recommendations
DeleteHi Gayan, it is a very comprehensive blog report on the employee burnout at the workplace. Employee’s burnout happens when employees become exhausted. The signs of burnout include feeling fatigue, emptiness, frustration, getting irritated, depression. As per the Gallup survey found that out of 7500 employee 23% reported feeling burn out. Reduce or eliminate the employee burnout at the workplace is the responsibility of the HRM along with the line managers. Creating a healthy work culture, make feeling of employees that they are engaged in a great workplace.
ReplyDeleteI much appreciate your feedback and recommendations
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