No more fuel or zest left: burnout

Work-related hazard The World Health Organization has defined burnout as an “occupational phenomenon.” Burnout is a work-related hazard caused by cumulative workplace stress. It can occur when work demands exceed our personal and job resources. In turn, it leads to reduced work productivity, reduced work performance, reduced work morale, and reduced work engagement. It increases the risk for workplace conflicts, accidents and reduced work and life satisfaction. Health risk factor Although not a diagnostic label, burnout can precede or increase the risk of psychological disorders such as clinical depression, anxiety disorders, substance use disorders, and/or trauma and stressor related disorders. Burnout might share similar symptoms with depression or anxiety, but it has found to be a distinct construct from depression and anxiety. Burnout is also associated with physical health problems such as diabetes, cardiovascular disease, musculoskeletal pain, headaches, and gastrointestinal problems. Thus, it is significant health risk factor that cannot be ignored. Key features Burnout is marked by exhaustion, depersonalization/cynicism, and reduced professional efficacy. The exhaustion can be reflected in feeling depressed, high fatigue level and low energy, not feeling restored after sleep, lack of motivation to initiate or engage in activities, as well changes in appetite, sleep, and concentration. You might feel psychologically, emotionally, and/or physically exhausted. Reduced professional efficacy is the reduced sense of self efficacy when you no longer feel competent or successful. You lose trust in yourself. You start doubting everything you do or the decisions you make. You no longer feel confident. Psychosocial risks A host of psychosocial risk factors can contribute to the development of burnout. When workload surpasses personal, or job resources and you no longer feel in control or feel you can cope. There is continuous pressure with timelines and deadlines that you feel you can no longer keep up. There is the feeling of powerlessness and helplessness, in turn, leading to feeling anxious and demoralized. Long working hours and not feeling there is time to take a break to recharge batteries. You cannot sleep or rest properly. Individual interventions There is a tendency to use maladaptive coping when we face excessive workload and job strains, which in turn, lead to more stress, exhaustion and negative health outcomes. Thus, setting your own individualized pathway to self care and resiliency is essential. Attending programs and workshops on stress management and mindfulness can be helpful. Take a proactive personality approach by changing your circumstances, physical or social environments. Be open to opportunities, set realistic goals, seek support, and reach out to maximize your resources. You might have to seek guidance in regards to your work tasks, work responsibilities and demands. At times, a change in work hours or setting limits can become helpful. Practice emotional intelligence by identifying your emotions and strategies for better managing and regulating them. When we have emotional intelligence, we feel more tuned in to our own emotions and fatigue level and we are better tuned to others’ emotions as well. In turn, we become more proactive in setting goals, seeing support, and making changes needed to better address the problems we are facing. Set time to recover when you are off work: engage in activities or outside work, minimize talking about work, try to rest and set time to recharge your batteries when not working. Practise self-efficacy by breaking down tasks, practising one task at a time, praising yourself when the job is completed (no matter how small) and then gradually mastering more tasks. Seek professional help if needed. Evidence-based cognitive behavioural therapy can help with getting support, learning skills, and strategies for better coping. Organizational interventions Provide resources and help for employees to better manage any clinical symptoms they might be experiencing and to optimize health. It can help towards minimizing presenteeism and absenteeism and reducing relapse related to mental health disability. Optimize and update human resource practices by reviewing tasks and responsibilities; workload and work hours to help encourage work-life balance and better manage fatigue. Provide leadership training on mental health, empathy in the workplace, and support returning to work after a leave of absence or disability. Help your staff to enhance work autonomy, foster supportive relationships with supervisors, encourage employee participation in work tasks and decisions; and nurture professional worthiness by providing recognition and appreciation. Dr. Katy Kamkar is a clinical psychologist. The Hill Times

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No more fuel or zest left: burnout

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