Effects of Burnout on One’s Health and Its Prevention

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burnout effects and prevention

Due to some reasons if the employee is not reaching the mark of expectations then it is very simple to know that the employee is under stress.

The term burnout in an individual’s stands to chronic emotional and interpersonal stressors within the workplace. It not only results from working too many hours in a high-demand environment. Rather, it is a multidimensional reaction with many complex causes.

❍ Effects of Burnout in the Workplace

Burnout affects the employee’s performance but impacts the performance of the team and work environment  

  • Job withdrawal: Intention to leave the job, Absenteeism, Turnover
  • Lower productivity
  • Ineffectiveness
  • Decreased job satisfaction
  • Reduced commitment to the job and/or organization
  • Greater personal conflict with colleagues
  • Disrupts co-workers’ job tasks

The organization should create a work environment that prevents burnout and is beneficial to productivity, employee engagement, overall satisfaction is very important for having an amazing team, that can take the organization to heights.

How to Prevent Burnout in the Workplace

No manager, co-founder, or CEO of an organization would appreciate losing their best talent to burnout. However, most of them are not even aware that their employee is burned out until it is too late below are few ways to prevent burnout in the company. These have been compiled from the leading researcher in the field of burnout (Maslach, 2001) and supported by interviews with corporate CEOs and lessons.

  • Be Realistic When Assigning Tasks. Assign an amount of work that is challenging, but not overpowering.
  • Follow the Passion. Ensure that each member of the team is in the position they feel most loving about. Move skilled employees to different positions if they are working with great vigour.
  • Keep Reasonable Work Hours. Each Employee has a different capacity to work, differ on how many hours they can work. Some will devote 120 hours a week and love it. Others will try to get out of working a full in 40 hours. Don’t ask too much of the employees. Employees should be given off for sick days, paid time off, and vacation days. Steve Job while developing Macintosh, made “working 90 hours a week and people loved it”.
  • Schedule Breaks. Allow and encourage employees to have a full one hour lunch as well as 15-minute breaks throughout the day. They should use the time in relaxation, make personal phone calls, to take a walk, socialize, or stretch.
  • Be Flexible. If given a deadline or goal and is found to be impractical, change it so it is attainable. I found the assigned task isn’t the right person for the job, re-assign it.
  • Define Concrete Roles. Each team member should have a specific job description, understands their role, and is aware of their expected contribution to the company.
  • Provide Adequate Resources. Ensure that there are sufficient funds to execute strategies effectively.
  • Provide Ample Support. Managers should take out time for listening to and addressing employees’ concerns.
  • Create a Supportive Culture. Make sure to build a supportive culture, it should be the company value. Keep supportive behaviour and reward employees who demonstrate the encouraging culture.
  • Encourage Socializing. A moderate amount of socialization is most favourable for team bonding to occur. Allow for employees to freely socialize on breaks, at lunch, or after work.
  • Give Them a Treat. Surprise your team with a treat; they will love after a tough week or meeting a stressful goal. Give them gift certificates, allowing them to leave early, or having a party at work.
  • A Team That Plays Together Stays Together. Build team morale, togetherness, and job satisfaction by scheduling company activities like snowboarding, go-kart racing, laser tag, or kickball. Be creative and make it fun!
  • Acknowledge, Reward, and Promote. The contribution of each employee’s to the company should be acknowledged. Reward excellent performances with bonuses, awards, and/or promotions.
  • Allow Each Employee to Make Company Decisions. Make employees master of a certain domain and allow them to make decisions that affect the company.
  • Make Their Voice Heard. When the employee communicates frustration or concern, concentrate on it immediately. Make sure that they know one is taking appropriate action or give an explanation as to why one can’t meet their needs.
  • Educate Employees on Burnout. Provide information about burnout and its prevention. Keep seminars where employees can ask significant questions about burnout. Consider asking a mental health professional to mediate the discussion.
  • Increase Coping Skills. Help employees to increase their ability to handle and prevent stress. Hire a professional to teach coping skills and relaxation techniques.
  • Create a Fun Environment. The workplace where an employee is energized to come to work will help reduce burnout. Buy Nerf guns, foosball tables, mini-helicopters, dart boards, and ping pong tables. Encourage good times, laughs, and a super-fun environment.

With these discussions, it is clear that too much work is not the real cause of burnout rather there are other causes which are responsible for burnout.

“Burnout Prevention Is Must for Employees and Employers” Cool and Faithful Environment Leads to Prosperity”

❖ Read More: 

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Causes of Burnout Existing in the Society

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