As of January, the World Health Organization officially classifies burnout as a “syndrome” rather than a phenomenon.
Burnout is defined as occupational inefficacy combined with feelings of hopelessness, energy depletion or exhaustion due to chronic workplace stress that hasn’t been successfully managed, resulting in increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job.
With telework, burnout has become more prominent. Though it’s a common misconception that burnout is the result of an overwhelming workload, burnout can result from inequality, feeling taken for granted, not rewarded or out of control. And let’s be real, it is quite common to experience these feelings.
Several studies suggest that when burnout is left unaddressed, it is expensive in terms of short-term productivity, employee retention and long-term health care costs.
So, what can you do as an organisation to avoid the risk of your employees burning out? Here’s what we have found:
- Trust your staff
- Include your employees in large-scale decision making
- Include them in the review of their job requirements
- Cross-train employees
- Offer rewards (not necessarily monetary)
- Ensure your team members take the time off they are entitled to
- Watch carefully for signs of burnout
In a remote setting, it can be difficult to address these topics. Activities such as Time to Talk and Colour Assessment Remote facilitate conversations to help employees feel comfortable and valued.
Here’s to employers who are serious about mental health!
PS: trust is an important factor in every organisation. Discover how you can build trust and success.