The term “burnout” comes from the concept of burning fuel until it’s depleted—an apt metaphor for a condition that has become far too common. The World Health Organization (WHO) defines burnout as, “a syndrome resulting from chronic workplace stress that has not been successfully managed.” The primary symptoms are:
- Feelings of energy depletion or exhaustion
- Increased mental distance from one’s job
- Feelings of negativism or cynicism related to one’s job
- Reduced professional efficacy
Burnout is a real problem, and it’s on the rise
The 11th Revision of the International Classification of Diseases (ICD-11) now recognizes burnout as an occupational phenomenon.
According to a recent Gallup survey, 76% of employees experience burnout on the job at least sometimes, and 28% say they are burned out “very often” or “always” at work. Further, employees who frequently experience work burnout are 63% more likely to take a sick day and 23% more likely to visit the emergency room.
And in May 2022, Google searches for the phrase “burnout symptoms” hit an all-time high.
Underlining causes of burnout and what can be done
It’s not surprising that organizational culture plays a key role in the prevalence of burnout among employees, but “culture” in this context isn’t just office perks and employee discounts. “Respectful boundaries and communication are the cornerstones of any organization that strives to retain its top talent,” says author and executive coach Gregg Ward.
After years of research with his colleagues, Ward recommends these four respectful leadership practices to positively shift company culture:
- Reflective listening. Start with the phrase “What I hear you saying is…”, followed by a summary of the points you just heard. Then ask, “Did I get that right?” People usually feel respected when their colleagues regularly use this technique.
- Respect your team’s time. Don’t expect your team to be constantly available or to respond to work emails at home. Be on time to meetings, and don’t rehash the same points once the meeting has started.
- Show you care. Make it a regular practice to check in on your team about how they’re doing. Don’t pry, but let them know you genuinely care.
- Set realistic goals. It’s easy to get excited about the maximum potential, especially when your employees demonstrate they’re great at what they do. But respectful leaders make sure employees have everything they need to meet a goal—including time.
Organizational culture starts at the top, and respect is contagious. By cultivating respectful cultures, leaders empower employees to grow in a healthy, sustainable way.
Sources:
- “Organizational Culture In The Age Of Burnout: What Every Leader Should Know” by Greg Ward, Forbes Magazine, January 2020
- Burn-out an “occupational phenomenon”: International Classification of Diseases – The World Health Organization, May 28, 2019
- “Employee Burnout: The Biggest Myth,” Gallup, March 13, 2020