Workplace Wellbeing Academy News

This week we will be looking at the subject of Burnout, now recognised by the World Health Organisation (WHO) as an "occupational phenomenon" caused by failures of management.

Burnout, once dismissed as "mere" workplace stress, has now emerged as a recognized occupational phenomenon with serious consequences for both employees and organisations. It is more than just feeling tired or overwhelmed; it is a state of physical, emotional, and mental exhaustion resulting from chronic workplace stress. In this article, we will explore what burnout is, its causes, symptoms, and most importantly, how managers can reduce the risks of burnout within their teams.

The World Health Organization (WHO) defines burnout as "a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed." This definition underscores the role of prolonged and unaddressed workplace stress as the primary factor behind burnout.

Here are 5 potential causes of Burnout

1. Excessive Workload: Overloading employees with excessive work, tight deadlines, and long working hours can lead to burnout. This often happens when employees are expected to constantly do more with fewer resources.
2. Lack of Control: Employees experiencing burnout often feel like they have no control over their work, decisions, or schedules. This sense of helplessness can contribute to burnout.
3. Insufficient Recognition: Lack of recognition for hard work and achievements can lead to feelings of unappreciation and disengagement, fostering burnout.
4. Poor Work-Life Balance: An inability to balance work and personal life can significantly contribute to burnout. Constantly being connected to work via technology exacerbates this problem.
5. Inadequate Resources: A lack of resources, whether they be tools, support, or training, can make employees feel overwhelmed and helpless in the face of their responsibilities.

Recognizing the symptoms of burnout is crucial for managers to take timely action. Common signs include:

1. Chronic fatigue and physical ailments.
2. Emotional exhaustion and increased irritability.
3. Reduced productivity and decreased job performance.
4. Cynicism, detachment, and distancing from work.
5. Decreased job satisfaction and self-doubt.

So, what strategies can managements use to help reduce the risk to their people?

Here are 8 suggestions:

1. Foster a Positive Work Culture: Create a supportive, positive, and inclusive work environment where employees feel valued and heard. Encourage open communication and mutual respect.
2. Set Realistic Workload and Expectations: Avoid overburdening employees with excessive work. Establish realistic expectations, set achievable goals, and encourage a balanced work-life approach.
3. Encourage Autonomy: Give employees a sense of control by allowing them to make decisions related to their work when possible. This autonomy can increase motivation and reduce feelings of helplessness.
4. Provide Adequate Resources: Ensure that employees have the necessary tools, training, and support to excel in their roles. This will help prevent the frustration that comes with inadequate resources.
5. Recognize and Reward Achievements: Acknowledge and celebrate employees' achievements and hard work. Recognition and rewards can boost morale and job satisfaction.
6. Promote Work-Life Balance: Encourage employees to disconnect from work outside of working hours. Implement flexible work arrangements where possible to support a healthy work-life balance.
7. Regular Check-Ins and Feedback: Regularly check in with employees to assess their well-being and provide constructive feedback. Encourage open discussions about their work, challenges, and concerns.
8. Offer Employee Assistance Programs (EAPs): EAPs provide resources for employees to cope with personal and work-related challenges, including stress and burnout. Make these programs available and known to your team.

Burnout is a genuine occupational phenomenon that can harm employees and organisations alike. Recognising the causes and symptoms of burnout is the first step in preventing it. Managers play a crucial role in mitigating the risk of burnout by creating a supportive work culture, setting realistic expectations, and providing resources and recognition. By proactively addressing burnout, employers can foster healthier, more productive workplaces that benefit everyone involved.

The Workplace Wellbeing Academy are proud to be sponsoring the Women in Transport Advance Mentoring programme. As a result of our involvement, we have been offered a small number of free one-year memberships to Women in Transport.

If you are a woman in the transport sector, and you:

• Can see the value of joining and participating in this amazing network of 1500 people and over 30 organisations ...
• Want to be part of an organisation of women supporting women ...
• Have looked at that website and thought to yourself "this is for me"...

Please email our director Bill, at [email protected]

And remember, you don't have to be a woman. Women in Transport welcomes male allies as well.