“Don't set yourself on fire trying to keep others warm .” - Penny Reid

What is burnout?

Workplace burnout is a recognized syndrome by the World Health Organization. Burnout is emotional, physical, and mental exhaustion caused by prolonged and excessive stress at work. It can lead to a loss of motivation, feelings of cynicism and detachment, and decreased productivity.

According to a recent survey by Gallup, 23% of employees reported feeling burned out at work very often or always, with an additional 44% feeling burned out sometimes. Burnout can lead to decreased productivity, increased absenteeism, and even physical and mental health problems. Additionally, employees experiencing burnout are 2.6 times more likely to be actively job hunting.

3 Root Causes of Burnout:

There is a growing body of research on explaining, predicting and preventing burnout. One such model for burnout prediction is the Areas of Worklife Model, published in 1999. I believe these can be summarized into 3 main root causes of workplace burnout.

1. Excessive expectations: Individuals who face disproportionately high demands and heavy workloads, compared to the limited resources provided are at a high risk for burnout. Many organizations are dealing with staff shortages putting increased strain on the remaining employees. The pressure and anxiety from lacking control over one's workload and reduced personal accomplishment can lead to feelings of cynicism or detachment from work as the ability to complete tasks and projects becomes unsustainable.

2. Exclusion: A workplace culture that does not promote principles of equity and inclusion can create an environment where employees feel disengaged, undervalued, and isolated. As social beings, the need to belong on a team and be recognized for meaningful contribution is important. The long term effects of loneliness and disconnection at work have been shown to decrease productivity and increase the risks of depression and burnout.

3. Emotional depletion: There are many factors that can effect emotional well-being which effects productivity and stress levels at work. It is a misconception that logic and reason are separate from emotion, the association between emotions and decision making are much more complex and interconnected. Three main causes of emotional depletion in the workplace are:

• Life outside of work: It is difficult to function at peak productivity while trying to ignore or hide feelings associated with emotionally charged events or situations in one's personal life. This can be anything from personal relationships, illness or death of a loved one to a natural disaster or political unrest.

• Individual values that do not align with the organization: Working for a company that makes decisions and prioritizes ideals that do not match one's own can affect motivation and the ability to find meaning or purpose in the work. This is often referred to as a "soul sucking" job.

• Lack of boundaries: Constantly trying to please others, without considering one's own needs creates a poor work-life balance leading to feelings they are unappreciated, unsupported and may ultimately become resentful.

Workplace stress attacks our foundational needs

Maslow's hierarchy of needs is a theory in psychology that explains how human needs are prioritized and fulfilled. It is divided into five levels: physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs.

According to Maslow, people must have their basic needs met before they can focus on achieving higher-level needs. Physiological needs, such as food and shelter, are the most basic, followed by safety needs like security and stability. Love and belonging needs refer to social connections and relationships, while esteem needs involve feeling respected and valued. Self-actualization needs are the highest level, representing personal growth and fulfillment.

For most, our job is the main source of income to pay for the roof over our heads and food on the table. Fears that our lack of productivity or ability to 'fit in' could lead to job termination, threatens our most basic need of a stable income to pay for the necessities of life.

It is important that organizations have supports in place for employees experiencing burnout but it is even more valuable, policies and practices to prevent burnout in the first place. Organizations that are committed to caring for the health and well-being of their workforce should have benefits, adequate vacation pay and training for management and staff to learn and practice people-centered leadership and an environment that fosters collaboration and inclusion. Employees also need to take responsibility for setting healthy boundaries, requesting resources and identifying issues as needed. After all, the most important asset in any organization is the people.

Are you experiencing chronic stress at work?

Wondering if you are at risk of burning out and looking for resources?

Take a short quiz to gain insight into your workplace stress and get some useful tips to deal with it! Click HERE to access the free quiz.