Burnout was added by the World Health Organization to their International Classification of Diseases (ICD) in 2019. The WHO defines burnout as: ”Burnout is a type of psychological stress. Occupational burnout or job burnout is characterised by exhaustion, lack of enthusiasm and motivation, feelings of ineffectiveness, and also may have the dimension of frustration or cynicism, and as a result reduced efficacy within the workplace”. The ICD code Z730 is used to code occupational burnout.
Lets delve a bit deeper into the underlying structural organisational issues that can cause occupational burnout. If you work in a team these are the issues you need to focus on if you are concerned that there is still a risk of burnout. Advising your team members on self-help solutions will not solve the problem if these underlying structural causes that lead to burnout are not also addressed.
The main organisational causes of burnout are:
Unsustainable workload: We all need a challenging workload, but if it becomes overwhelming and we do not have time for rest and recuperation and personal development it will cause burnout. So look at work division in your team. Make sure that you are not overloading the high performers. On the flip side you need to understand who in your team is not coping or just dodging work. Who is missing deadlines? Are they overworked? Or are they manipulating the remote work situation?
Perceived lack of control: This becomes a factor when your team members feel they have limited say in decisions that impact their professional lives, lack the resources required to do their job or experience a perceived loss of autonomy. To counter this, especially in a remote work environment, you need to increase communication. Make sure members have the tools to do their work and check in with them on a regular
basis to make sure that they are informed around major decisions and developments. But also give them the space and autonomy that they require. The latter may be a fine balance especially if people are working remotely, as there is a danger that increased check in meetings can be perceived as micromanaging.
Insufficient rewards for effort: People who are working hard need recognition, especially in these difficult times. Such recognition does not need to be via formal organisational recognition structures. What is greatly appreciated is informal recognition. A kind word, a thank you e-mail will all help counter this cause of burnout. What is important is to ensure that recognition is genuine. So a well done team shout out, will not cut it if all of your team members are not pulling their weight. This links back to our first point. You need to know who is pulling their weight and who is not. If you are unaware I can assure you that your team members are not unaware.
Lack of a supportive work community: This is something that we all are acutely aware of. We miss the small talk and camaraderie of our work friends. So, apply your mind and think how, in your team, you can socialise safely? Like the idea of 15 minute virtual coffee meetings. Just for a short chit chat session that is not focused on work.
Lack of fairness: This factor cuts cross a number of the previous points. If you in management you need to ensure that your management practice is fair. When you are allocating work, making decisions, applying praise always ensure fairness. What is critical is consistency in making decisions and if exceptions are made for individuals, due to personal situation, that the rest of the team understand and agree with such decisions.
Mismatched values: This is a major one. When employees perceive a mismatch between their personal values and that of other team members or management, it creates stress. Is everyone in the team adhering to them? Remember perceptions are people's reality so if there is perceptions that individuals are not demonstrating organisational values, even if they are incorrect, they can be as damaging as if this is
actually the case.
As we observe Mental Health Awareness Month, let's commit to prioritising mental well-being in the workplace. A healthy team is a productive team, and by taking steps to prevent burnout, you're investing in the long-term success and happiness of your employees.
Staff Writer