Burnout. The experience vs the data.

I’ve always thought working in agency-land was like being a guest at the popular kids’ party (sure I’m a slightly less COOL guest, but it’s great to be on the list nonetheless). But lately, it feels like the agency party has been crashed by an uninvited guest - burnout.?

This gatecrasher is described by the WHO as chronic workplace stress that hasn’t been successfully managed. It's all lemon, no honey… or all lime and no gin? Devastating. However, this increasing prevalence of burnout seems at odds with the fact that we appear less billable and less busy than before the pandemic. What the hell? (Also I’m so sorry to bring that absolute sh*tter of an era up, again).

According to a report by Mental Health UK, 1 in 5 workers are grappling with high work stress levels, and compared to 2019, 46% of workers reportedly feel more prone to extreme levels of stress, whereas a lucky 15% feel less so. This begs the question - how come burnout’s on the rise amidst a downturn in workload?

The answer lies in the intricate landscape of our brain, particularly in the realm of neuroscience. Hormones like oxytocin and serotonin, which are known to play significant roles in our happiness, play a vital role in our wellness and reducing anxiety. Sadly, we don’t get as much of a hit from these happy hormones when working in isolation, as they thrive on human interactions (apparently even eye contact releases oxytocin). It seems the shift to remote working may have inadvertently diminished our brains' natural production of these happiness hormones, leading to elevated stress and anxiety levels.

Before you jump to the defence of remote working - I am all for it, I think it’s great to give the option for people to work from wherever they want. But we have to acknowledge the impact of isolated or fully remote working, and that we’re retaining a way of working that became mainstream as a result of a hugely traumatising event. We’re out of that event now, yet here we all are… isn’t that a bit weird? Anyway, I’m going off on a tangent and I’d love to hear your thoughts on this! Back to burnout…

For the founders and leaders I’ve been talking to recently, this paradox can be a significant source of frustration. But frustration fuels innovation, right? Understanding the root of the issue can lead to better interventions and support strategies. We know that the drop in resilience can’t be linked to work, so what is it? And what do we, as leaders, need to do? Well, it starts with acknowledging the reality of burnout and understanding that it goes beyond what the data on our timesheets show.

One major consideration should be psychological safety. It’s crucial for us to feel a sense of security if we're to maintain productivity and resilience through stressful work periods. I have seen first-hand a big surge in redundancies within the digital and creative sector recently, fuelled by work shortage and revenue uncertainty. This volatile environment can erode feelings of job security, further adding to stress levels - and no wonder! So if you’re able, I’d urge you to focus on how you can nurture that psychological safety, and ensure your teams feel valued, informed and heard.?

Consider using tools like Wellbeing Plans and Stress Risk Assessments to help identify potential triggers and solutions. Encourage open conversations about stress, capacity, and mental health. Promote a culture where it's okay to disconnect and take breaks, just focus on the outcomes.?Just give me a shout if you want some templates for these, I've got heaps!

Flexibility can also alleviate some of this stress. By breaking away from rigid schedules, we can witness a boost in creativity and productivity. A tailored blend of work and home life leads to lower stress levels and increased job satisfaction. If you’re able, I’d even go as far as allowing team members to define their working hours in accordance with their circadian rhythms (check out Why We Sleep, by Matthew Walker).

Next, let’s start some real conversations. We got really good at making our remote meetings quick, efficient, and BS free. Great for time management, bad for humans. Think about what you can do to make your teammate’s day less Groundhog Day/Black Mirrory? Share, care, connect, and collaborate.

Then, let's bring back the human connection. Whether it’s creating space for caring conversations, having a couple of extra team socials, or motivating your team to meet up, collaborate and learn together where they can - I’d recommend it. My favourite is a Fika - it’s a small thing but has a mighty impact (plus, there are pastries).

Well, I’m sure I’ve rambled enough. But I’d love to hear your thoughts, ideas, and experiences on all of this! Similarly, I’m always here for a chat if you’re experiencing similar strains within your team.