Self-Care Is Only Part of the Story
As I wrote my first article on burnout, I was also working with my team to determine strategies to help our work environment be healthier. The first article on burnout focussed on what each individual can do to help keep themselves healthy. However, just as the COVID vaccine is only part of the equation to prevent COVID, keeping yourself healthy is also just part of the equation for preventing burnout. The second part is the role of workplaces and leaders.
In my role as a physician, a professor, a volunteer leader, and a coach, I get to experience and observe how organizations, leaders and individuals manage burnout. What I have observed is that organizations are trying to create healthy environments through wellness champions and online programs. I'm hearing that when individuals are stressed, the last thing they want to do is log in to a website and weed through many resources to try and find what might work for them. I'm also hearing that this is not enough for many who are already implementing strategies (such as the 3x3s) to keep themselves healthy. There is an onus on employers.
Organizations and leaders need to implement systemwide changes to help prevent burnout. The best place to start is a conversation with staff to determine the root cause and to keep workplaces healthy. One solution will not work for every organization.
Common Workplace Stressors
“Working hard for something we don’t care about is called stress. Working hard for something we love is called passion.”
Uncertainty
Priorities will vary from organization to organization. Leaders need to examine many areas with thoughtfulness and compassion. Uncertainty of the future is a key area that can result in a lot of workplace stress. What helps mitigate this is clear and frequent communication. What strategies will be implemented, and why? What changes are expected in the workplace and why? Finally, reminding employees of the vision and values of the organization is vital. As Simon Sinek has said, "Working hard for something we don't care about is called stress. Working hard for something we love is called passion." Connecting to a shared vision and mission can help drive engagement and buffer stress.
Workload: Is the workload manageable? What would help it to be more manageable? Sometimes leaders need to help their staff develop clear priorities and give permission to say 'no' to a new project.
Lack of recognition: How are employees recognized for showing up and for the work they do? No one likes to feel taken for granted, nor do they want to receive an acknowledgement that's not genuine. Feeling valued adds to a sense of belonging and less stress. Research show that even in settings like the emergency room, where burnout rates are high and recognition may not seem to matter, appreciation buffers stress.
Environment: Is the physical environment safe and comfortable? Are appropriate resources and equipment available to do the job required? Excess noise, poor lighting, poor temperature control, poorly set up workstations, insufficient tools and technology contribute to physical and emotional stress.
Relationships: Is there psychological safety to voice concerns? How do the leaders model empathy? What policies and processes are in place to prevent and manage discrimination and unfair treatment?
Work-life balance: Are there clear boundaries established for work hours, including for those working from home? Do employees have a sense of autonomy (which Daniel Pink and others show is associated with more engagement and well-being)?
Begin the Conversation
Burnout was already deemed an occupational phenomenon before COVID by the World Health Organization and since COVID, several surveys show that the problem is just getting worse. For example, in the study by Deloitte, nearly 70 percent of professionals felt employers were not doing enough to prevent burnout within their organization.
Conversations need to happen, and hopefully, this article will encourage just that. —
Surveys:
Of “649 employed US workers on June 14, and 95% said that they were considering leaving their jobs.”
The 2021 Women in the Workplace
“A year and a half into the COVID-19 pandemic, women in corporate America are even more burned out than they were last year—and increasingly more so than men.”
“The consequences are real: Our analysis shows that employees who frequently experience work burnout are 63% more likely to take a sick day and 23% more likely to visit the emergency room.
Disclaimer: The content in this blog is not intended to constitute or be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your doctor or other qualified health care provider with any questions you may have regarding a medical condition. Never disregard professional medical advice or delay in seeking it because of something you have read in this blog or on this website.