Most of us know that feeling we have when, no matter how hard we try, we can’t help feeling the impact of burnout at our workplace. Several of the organizational factors as impacting psychological health are the same that may contribute to burnout, such as one’s feeling that he is not making an adequate contribution to their organization, has role conflict or a lack of clear expectations. Employers may attribute the changes to the loss of motivation, so it is important to recognize the problem as it tends to increase the chance of developing clinical depression.
Some management strategies that may help prevent burnout include: obtaining confirmation that each employee understands expectations, providing ongoing training to employees for helping them understand their value and their contributions, enforcing reasonable work hours, sending employees home at the end of their work day and setting reasonable expectations. Encouraging social support among work teams, strongly encouraging the taking of breaks and supporting recovery are practical strategies as parts of the plan to support an employee that may help with his significant loss of confidence. By taking the attention away from what they are not doing well and prioritize work into manageable and clear expectations, you can help reduce apathy and cynicism and help rebuild energy over time and support employee productivity to avoid burnout.
Burnout is characterized by cynicism and chronic negative responses and is not considered a mental illness. There is a new research which identifies ways to overcome burnout over time, defined as a “prolonged response to chronic emotional and interpersonal job stressors.” Frontline management should become aware of the symptoms, as well as what they can do to prevent it, by determining specific areas for improvement.
Reduced efficiency and energy, increased errors, headaches, increased frustration, more time spent working are some of the signs of severe burnout, and people might indulge in self-medication with substances, negativity and self-doubt, resulting in poor physical health, reduced job satisfaction, increased absenteeism, poor workplace morale as well as increased turnover. According to the Journal of Applied Biobehavioral Research, burnout is having a growing impact on advanced economies workplaces and is more likely to appear when employees feel that the work they are doing is not good enough, unappreciated for their efforts or are in roles that are not a good job fit. The majority of employees may not realize that they are dealing with burnout, struggling to keep up during stressful times and thinking that they are just feeling anxious, helpless, or apathy.
Some employees choose to deny the signs of burnout, using several phrases such as: I am fine, I love my job, I am just tired, People are depending on me, I will be fine once this is done, I need to get back to the top of my game or If people just let me do my job I would be fine. Most actually believed these statements to be true, thus encouraging those to deny that their current situation was damaging their health and that changes were necessary.