Burnout's Murky Mental Health Undercurrents

The WHO (World Health Organization) declared burnout an 'occupational phenomenon" in the 2019 revision of the International Classification of Diseases. However, it is explicitly not considered a medical condition. WHO also says it is "specifically... in the occupational context and should not be applied to describe experiences in other areas of life."

In what world do our work lives not affect our personal lives and vice versa?! Many causes for burnout are not rooted in work issues per see, but they affect the workplace just the same.

Burnout is sneaky

It doesn't usually jump out and slap you in the face with a definitive "you are burnt out." Instead, it's usually a slow, progressive smolder. Months or years of mismanaged personal and professional stress often results in burnout. Most people experiencing burnout can't pinpoint any specific trigger or transition point. Many don't even know the cause of the mental anguish and exhaustion because burnout is not a clearly delineated disorder.*

They might seek out a medical explanation, only to be misdiagnosed with depression or sent away with no answers at all. I've experienced burnout both as an employee and as an entrepreneur, and these were my experiences, as well.

Think outside the 'one-size-fits-all' box

There's a lot of blanket advice out there for employers who want to end burnout in their organizations. The solution(s) that drive change will be more individualized.

For instance, it won't help much to force your people to take vacation time or work from home if they are perfectionists or 'type A' personalities who are wired to constantly strive for more.

Likewise, providing soothing break rooms or gym memberships to help with stress management won't make much difference when paired with people who don't have good work-life balance skills.

Two keys to conquer work burnout

1. Truly understand your people (and yourself). Be curious, candid, and caring. Find out what triggers feelings of stress, overload, fear, languishing. What specific actions could you take, even in microsteps, to counteract these?
2. Establish trust. This is vital for effective institution of #1. It requires an environment where employees and leaders feel safe to openly discuss taboo issues.

Happiness at work requires awareness, compassion, and connection. It's imperative to go deeper than band-aid type fixes.

Leading by example is important. When the boss openly communicates about personal engagement in downtime, self-care, and a well-balanced life, it's easier to foster a culture that doesn't instill fear of judgment for these activities.

Equally as valuable is taking actions to make mental health practices accessible to everyone in your organization. Your openness to deeply understand and support the nuances of your employees' mental health is the catalyst for happiness at work.