Burnout: Modern Affliction Or Human Condition?

Employee burnout! The term itself conjures up a cynical feeling, isn’t it? It is because job burnout is more than just feeling tired at work. It is a form of work-related stress that manifests as a condition of physical or emotional exhaustion and often exhibits a sense of reduced accomplishment and a loss of
personal identity.

In fact, the World Health Organization’s latest International Classification of Diseases even lists burnout as an official ‘occupational phenomenon.’ Burnout is a syndrome conceptualized as resulting from chronic workplace stress that has not been effectively managed, it comprises of three components

  • Feeling of exhaustion or loss of energy
  • Feeling of detachment from the job
  • Decreasing professional efficiency

Almost every company recognizes stress and burnout as a concern to their employees, but only a few have implemented and defined a wellness strategy. It’s no surprise that mental health is still a serious problem in the workplace and hence it’s important for organizations to draft a strategy that helps in clamping down these triggers.

1. Identification of stressors at the grassroots level

Managers must widen their radar to detect employees whose productivity has recently plummeted. Sudden unscheduled leaves, curtailed communication with their co-workers and displaying cynical attitude towards one’s job are a few signs as well. Identifying these signs and taking corrective measures in accordance with the data recorded can help in aggravating burnout.

2. Mandatory mental-wellness leaves

The pandemic has wrought several incongruities in our work and life which has taken a toll on both physical and mental health of employees. Running on fumes can be detrimental to an employee’s mental health and well-being, so managers should make it a priority to encourage their team to take mental wellness leave when needed. It will enable them to rest, relax, and rejuvenate during their time off from work. Organizations would need to instill this habit in order to practice employee wellness and avoid attrition.

3. Structured staffing plans

To stay ahead of workload difficulties, the most forward-thinking firms are creating a virtual talent bench, strategizing short rest breaks at the end of every hour, and introducing flexible working hours to reduce stress-causing burnout. Inducing these routines will increase the productivity and efficiency levels of the employees and in turn reduce their stress levels.

4. Recharging activities for employees

A dash of informal fun activities and virtual collaborations is a modest step toward stress reduction. Early morning walks and practicing meditation in several workplaces have proved to be fruitful. For example, exercising concepts like Monday Mingle or Friday Forums can be incorporated where the employees come together to perform a mix of fun activities right before starting their week or after a long one.

5. Constructive feedback and recognition

It’s critical to maintain employee morale and ensure performance amidst this crisis. Recognizing efforts and providing feedback with positive intentions acts as a supportive communication strategy that enhances employee motivation and self-esteem resulting in higher productivity. Converting the stress triggers into motivators will eradicate the bridges of exhaustion led burnout.

6. Practicing a wind-down ritual

To break up the monotony, it is important to leave work at work and maintain a healthy work-life balance. According to a study, 68% of employees say poor work-life balance negatively impacts their morale and motivation at work. Being able to strike the correct balance between professional and personal life does the deed. It allows you to unwind, recoup, and recover from the day’s events while also preventing stress from piling.

At some point of time in everyone’s professional stay, the work will fail to excite them as it did earlier. They will constantly ask themselves, “Is this what I signed up for?” No money, no position, no assignment, and no pep talk will perk them up. So, what should the employers do to get back the zing?

If a team becomes unduly stressed, managers must intervene and work closely to help the team develop healthy working habits. Restructuring time to help employees prioritize is one method to do this. The true solution to this problem is to create a work atmosphere in which employees do not experience burnout. Rather than fighting minor conflicts, it is preferable to find a long-term solution. Try these aforementioned techniques to eradicate burnout from your organization.

After all, we don’t have to be lifeless like our desks!

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