Stories

Today’s work environments are being called “modern hazards” within the “always-on” culture. We come in sick, stay up half the night ruminating over our long-to-do lists, eat lunch at our desks, and don’t use the vacation we earn because we dread falling behind.

Burnout is being called the “number one occupational risk of today.” Defined as a three-part syndrome of exhaustion, cynicism, and inefficacy resulting from the wear-and-tear of work and personal demands, burnout wreaks havoc. It’s predictive of health issues including obesity, insomnia, anxiety, and depression. A study of 8,838 employees found that burnout was associated with a 40% increased risk of developing coronary heart disease. Their study found that the 20% of participants with the highest burnout scores had a 79% increased risk. The conditions that breed burnout are ones that are familiar mainstays of today’s workplace: high stress, heavy workload, a lack of control over job situations, and lack of emotional support.

With the risk of burnout looming, it’s vital that both employees and their employers take measures for protection. Burnout prevention is often discussed too narrowly, with the focus falling solely on the lap of the stressed-out worker. For people to thrive and avoid this modern-day risk, employers need to create the conditions that help employees do well and be well.

Here are seven ways to protect today’s workers, and help ensure burnout doesn’t become the inevitable path:

1. Take a “universal precautions”

approach.Assume everyone is at risk, even when they don’t seem to be displaying outward signs of stress. In this hyper-competitive market, the risk of burnout is real for all of us, even when we see ourselves as adaptive or “strong.” Arianna Huffington, one of the most dynamic and influential leaders of our time, is a prime example of this. While running The Huffington Post she founded, she became so exhausted that she collapsed, and woke up to a broken cheek bone in a pool of blood. Huffington’s hard lesson prompted her to sell the Post, and now heads up Thrive Global, devoting her time to promoting well-being and preventing burnout.

2. Invest in relationships.

Work demands often cut into the very personal time that has been shown to shield against burnout. Studies have shown that the presence of a supportive partner, along with access to a social network outside the workplace, are protective factors. Even when time is thin, our sense of connection and community is a vital force in helping to sustain us. We are wired for human connection and the very force of knowing we’re not alone is a powerful contributor to well-being.

3. Practice self-care and lifestyle medicine.

Our brains and bodies do not respond to long-term neglect and abuse. We need proper sleep, nutrition, hydration, exercise, movement, and time away from our screens. Make a point to infuse “break rituals” into your daily routines. People who make the time for mindfulness yoga, breathing, nature, and activities that allow their brains and bodies to come up for air, are more likely to dodge burnout.

April 9, 2020

4. Don’t treat people like commodities.

Employers who let their employees know that their contributions are important and that they are cared about help foster positive engagement. Cultures of fear at work go against what we’ve learned from modern brain science – that when people are in toxic, low-trust, anxiety provoking situations, it can lead to states that interfere with focus, creativity and productivity. Treat people well, and they’re more likely to do well.

5. Support “job crafting.”

Employers who work to ensure employees’ skills, interests, and values are aligned with the tasks they are assigned are more likely to find employees who are positively engaged. A higher level of skill use is associated with lower levels of depression. Tasks that are motivating and challenging can help boost morale and momentum.

6. Prioritize prevention.

We now have the science that proves that punitive, top down, exhausting work environments hurt morale and productivity. Employers need to know the pulse of their people. Ask for feedback and work toward solutions that improve the quality of the environment together.

7. Build a culture of trust.

Create a culture where employers encourage employees to take advantage of time off, utilize their EAP services, and have opportunities to learn and develop self-care skills. Provide access to pedometer programs, lunch and learns, mindfulness training, job coaching, and encourage participation in evidence-based strategies to prevent burnout and protect mental health. Stigma keeps people from speaking out about their needs—they need to know that burnout is a risk and that it’s safe to reach out and secure the resources to help protect against it.

Kristen Lee, Ed.D., LICSW (@TheRealDrKris) is a recovering perfectionist, proud Mother, and an internationally-recognized, award-winning author, clinician, researcher, educator, speaker, and activist with over 20 years of experience. As Lead Faculty of Behavioral Science and Leadership at Northeastern University, her research and teaching interests include individual and organizational well-being and resilience, particularly for marginalized and underserved populations.