You have most certainly experienced chronic stress in your lifetime. It’s that feeling in the pit of your stomach when you head off for work. It is the feeling that you are in a hamster wheel of never-ending projects and criticism. It can reach a point where you may even experience heart palpitations or impending feelings of doom. The term “burnout,” from a work perspective, applies when chronic stress impacts motivation and work performance. You no longer feel any incentive or interest in contributing.
Other signs of burnout include: not feeling like you make a difference; no longer feeling interested in things that use to pique your curiosity; difficulty getting up in the morning when faced with a workday; making errors in judgment due to lack of caring; feeling that you have learned all you possibly can about your field; lack of sleep; sudden weight gain or weight loss; having a short fuse or temper with others; questioning the trustworthiness of others around you, for no known cause; experiencing feelings of wanting to run or escape; and having suicidal thoughts.
The solution to burnout is to first take a look at when you first started experiencing these feelings. Burnout starts with a gradual onset. You have one day where you would rather do anything than go to work. Then that turns into three days. Then it happens for the majority of the week. Then the majority of the month. Your burnout may be specific to your role within your field, or it could be that you are burned out on your entire career field.
To decrease burnout, it is first important to determine what was happening in your life when you first started experiencing it Employers and employees report that their first signs of burnout started when there was a change in management or leadership, a conflict at home about work/home balance, they were turned down for a promotion or raise, or their values came in conflict with those of their employer.
Self-care is an essential part of treating burnout. The standard “get adequate sleep, exercise daily, and eat a healthy diet” applies here. But it can be easier said than done, especially when you are experiencing depression. It’s recommended you see your primary care doctor if you are experiencing drastic weight changes, or changes in your sleep habits (sleeping too little or too much). If you are feeling suicidal, seek help as soon as possible. Contact the National Suicide Prevention Lifeline.
Workplace changes that can help decrease burnout include having an employee-assistance program, where employees can access counseling services. Consulting with an organizational psychologist can help a company determine areas or hierarchies of the workplace that are not conducive to healthy interactions.
An organizational psychologist can help determine if there is a schism between the written and unwritten rules of the workplace. There is the written hierarchy of the workplace, where flowcharts state the workplace “chain of command.” Then there is the unwritten hierarchy. This is the true way that your workplace runs. An unwritten hierarchy states who you go to in the company for help in certain areas — and it may differ wildly from what is presented in your employee manual. When there is a gap between the written and unwritten rules of the workplace, or if they are in direct conflict with each other, it increases employee stress. This, in turn, can lead to burnout.
Open communication about issues and concerns is an essential part of a healthy workplace. When there is an “open door” policy regarding reporting employee concerns, employees feel heard and validated. Feeling validated is a crucial part of the human experience. When a person feels that someone heard them and understood his or her point of view, it greatly reduces stress and strengthens the trust between employer and employee. Keep in mind an “open door” policy on employee concerns means that the employee can come to a superior at any time and present their concern or idea without criticism, passive-aggressive behavior, or condemnation.
Positive reinforcement works wonders. Telling an employee that you appreciate the work they are doing can make a huge difference. Play to employee’s strengths. If you find that an employee is great at a particular facet of a project, continue involving your employee on that task. Ask your employee for feedback on whether they find the task helpful or rewarding. Awarding bonuses is also a very effective form of positive reinforcement!
If you are unsure why employees would be experiencing burnout, ask yourself, “Why would my employee want to work here?” If you are having difficulties answering that question in a positive way, it’s time for an overhaul of how you conduct business and how you treat employees.
