When it comes to preventing burnout at work.
There are always two factors to consider:
The things we can control,
and the things we cannot control.
- We can control the healthy boundaries we commit to for ourselves each day.
- We can control our usage limits on our devices.
- We can control how we communicate our capacity.
- We can control how we balance saying yes, no, and not yet.
- We cannot control how respectful others will be towards our boundaries.
- We cannot control how and when we receive tasks and notifications.
- We cannot control the volume of workload that comes from the top.
- We cannot control how much others ask for our input, help, and support.
To be in an empowered state, we have to understand these principles and take aligned action.
But of course, the actions of just one individual might not elevate the problem of burnout.
We can set the best habits as individuals and try our very best to reduce stress but if we work in an environment that doesn’t respect our boundaries and is a culture of constant stress- there is a bigger problem at play.
Everyone within our organization needs a shift of mindset – the individuals, the leader, and thus the company as a whole.
This shift in perspective is how we view the difference between healthy stress and burnout.
Without this understanding, we risk healthy stress becoming a continuous stress cycle.
The difference between general fatigue (healthy stress) and experiencing burnout is that with burnout, the exhaustion is overwhelming – individuals feel tired almost all of the time, both physically and emotionally, regardless of how many breaks and vacations they take.
This is why offering your team more vacation when they experience burnout doesn’t work.
Burnout, unlike fatigue, will often also contribute to an increase in mental distance or detachment from the job and it’s common for individuals with burnout syndrome to have a lot of negative and cynical thoughts related to the workplace they are operating in.
The World Health Organization now refers to burnout as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed’
The key phrase here is ‘successfully managed.’
Sure, work is going to be fast-paced sometimes, working towards a new launch or a tight timeline. The question is ‘is it always fast-paced or do we have natural ebbs and flows that ensure stress isn’t continuous?’
That’s why I’ve created The Burnout Identifier – a free video course that supports HR professionals in not only identifying the root causes of stress within their team but also how to collect that data and present it in a way that resonates with all business leaders internally.
Download your free resource here today 👉🏻 https://operateremote.mykajabi.com/offers/XpUueLoB
Whenever you’re ready, there are 3 ways I can help you and your team:
1. Pre-order my book. Managing Employee Burnout: How to Develop A Happy, Healthy and Engaged Workforce. (available December 2022)
2. Revive, Engage and Develop your remote/hybrid team (interactive training for leaders and individual contributors) here. (70+ companies)
3. Work 1:1 with me as a fractional executive. Expert advice, up-to-date, proven knowledge, and a chance to co-create an amazing distributed culture together. (1 spot available)