Job burnout in your company? How to spot it, how to deal with it.

February 22, 2019
The term “job burnout” is usually mentioned in the media in one of two contexts. It either becomes the subject of guide-type articles, which skilfully and hilariously present a handful of fashionable lifehacks. Or it is used as a label to describe the controversial behaviour of CEOs of large companies. Unfortunately, such texts are not only unethical (no serious specialist will diagnose anyone at a distance), but also blur the meaning of the term itself. Furthermore in the contrary to the pictures from colourful guidebooks, job burnout is a serious matter. That is why we are putting aside the adventures of the Silicon Valley’s Golden Boys and presenting reliable information about job burnout. Recent studies indicate that job burnout increases the risk of cardiovascular disease as much as obesity, smoking or high level of cholesterol. In addition, people with this condition are at risk of heart attack, coronary heart disease, stroke and even sudden cardiac death. Type II diabetes, male infertility, sleep disorders and musculoskeletal disorders are also more likely to occur. All this shows what a serious condition a job burnout may be. It should be added, however, that contrary to the commonly available information, not every stressful situation or temporary lack of faith in one’s abilities at work means burning out right away. So when should we start worrying? According to the definition, burnout is the body’s prolonged response to chronic emotional and interpersonal stress. According to psychologist Christina Maslach (PhD), the pioneer of job burnout-related research, it consists of three components: Noticing one or more of these symptoms in yourself or your employees should come as a serious warning signal. Maslah wrote in the journal “Burnout Research”: “People kind of switch to doing the bare minimum instead of doing their very best”. What is the reason behind this kind of behaviour? “Stress is very often mentioned as the main reason for job burnout. This is a sort of simplification, though.” Stress is very often mentioned as the main reason for job burnout. This is a sort of simplification, though. Researchers divide stress into distress and eustress. Only one of them should be avoided. Eustress is a positive phenomenon. It gives us energy and motivates us to achieve better results. It is a mechanism with a short-term effect, which makes us feel that we can cope with obstacles. Although we are under pressure, it is not an unpleasant feeling. The effects of distress are different. First of all, we perceive it as something negative, and its effect is long-term. This kind of stress paralyses us, lowers our self-esteem and deprives us of the willingness to act. However, as Steven Berglas Ph.D. remarks in “Psychology Today”, not everyone who experiences distress in their work should immediately go to the Human Resources department and ask for dismissal: “Distress can be relieved with minor adjustments to your work environment”. And this is exactly what distinguishes distress from job burnout. Burnout is about the very essence of your work. An element that cannot be altered by introducing frugal innovation changes to work organisation or through an honest and assertive conversation with your boss or partners regarding expectations. This is exactly what makes it much easier to prevent job burnout than to treat it. How to do it? What should we do to make sure that job burnout won’t affect us? According to Julie Radico, PsyD, assistant professor of family and community medicine at Penn State’s Milton S. Hershey Medical Center, the most important thing is to listen to your and your team needs: “What works for you may not work for me,” said Radico at the American Psychological Association Annual Convention. This does not mean that she didn’t provide examples of good practice (which are listed below). However, it is important that everyone adjusts them to their individual needs and carefully observes the changes he is experiencing. According to “Harvard Business Review”, there are some well known, but underestimated steps every responsible manager should take:Internet is buzzing with confessions and complaints of employees describing their symptoms of job burnout. Due to the growing number of urban myths, we’ve decided to have a look at this issue. Find whether you, your employees or colleagues are also at risk.
Job burnout. What it is and what it is not.
3 elements of job burnout
Good practices – 6 steps to prevent your job burnout
Management hints – 3 steps to prevent job burnout in your company

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