Burnout: A Multidimensional Challenge Requiring Multidimensional Solutions
Author: Talya Landau
In a world where ‘busy’ is worn as a badge of honor, burnout has become the silent epidemic ravaging our workforce. I sometimes hear leaders say that it’s the employees who need to learn how to deal with the demands of work and life, and I also hear employees who say that it’s the sole responsibility of the organization. While often attributed primarily to workplace factors, burnout is, in reality, a complex, multidimensional problem that requires an equally multifaceted, strategic solution.
Understanding Burnout and Chronic Stress
To address burnout effectively, we must first understand its dynamics. The World Health Organization defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed, characterized by exhaustion, cynicism towards one’s job, and reduced professional efficacy.
While this definition focuses on workplace stress, I argue that burnout extends beyond just work-related factors. In our hyper-connected world, the lines between workplace and life stressors blur. Personal situations like parenting, caregiving, health issues, and financial concerns, along with external factors such as global events, all contribute to our stress levels. This persistent stress, without adequate recovery, can affect physical health, mental wellbeing, work performance, and relationships, potentially leading to burnout.
Burnout can occur at any career stage, regardless of job tenure or working hours. It’s not exclusively tied to job dissatisfaction; even those who love their work can experience burnout. The key factor is an ongoing imbalance between stressors and the ability to replenish one’s resources.
The Multidimensional Nature of Burnout stems from a combination of:
- Workplace factors: High workload, lack of control, poor work-life balance, toxic environments, and ineffective leadership.
- Personal factors: Personality traits, coping mechanisms, resilience and individual life circumstances.
- External stressors: Factors beyond work such as global pandemics, political unrest, economic uncertainty and climate change.
Understanding these factors helps in developing targeted strategies to address burnout at three dimensions, including Organizational, Managerial, and Individual dimensions.
Organizational Responsibility
Organizations play a significant role in preventing and addressing burnout. The ISO 45003 standard provides guidelines for managing psychosocial risks and promoting wellbeing at work. It addresses the many areas that can impact a worker’s psychological health, including ineffective communication, excessive pressure, poor leadership and organizational culture. The standard provides a roadmap for a strategic wellbeing approach that requires organizations to identify stressors, create action plans, and provide tools to address them.
The Role of Managers
Managers play a crucial role in implementing organizational policies and directly influencing employee wellbeing. The Workforce Institute at UKG Study shows that Managers impact their employees wellbeing more than their doctors and therapists and the same way as their spouse. Key Managerial responsibilities include recognizing the signs of burnout, promoting open discussions about stress and mental health, checking in with employees regularly, support flexible work arrangements, show appreciation for employee contributions, role model the importance of selfcare, and collaborate with HR and senior leadership to communicate team needs. By focusing on these areas, managers can create a supportive work environment that prevents burnout and promotes employee wellbeing.
Individual Strategies and Responsibilities
While organizational and managerial efforts are crucial in addressing burnout, individuals also play a vital role in managing their own wellbeing. Personal strategies can significantly impact one’s resilience to stress and ability to prevent burnout. Although it can be challenging to take action when energy levels are low, there are several key approaches that individuals can adopt to protect themselves from burnout and maintain overall wellbeing. Key strategies for employees include recognizing burnout in themselves, initiating proactive communication with their manager, setting and maintaining work-life boundaries, prioritizing selfcare, developing a support network at work and outside of work, and seeking professional mental health support when necessary. By taking an active role in managing their own wellbeing, individuals can build resilience against burnout and maintain better overall health and job satisfaction.
Collaborative Approach to Burnout Prevention
It is crucial to recognize that burnout prevention is a shared responsibility, not solely that of the organization or the individual. Regular assessment of burnout levels and the impact of prevention strategies should be conducted, with a willingness to adjust approaches based on feedback and changing circumstances. Ultimately, this collaborative approach should aim to create a cultural shift towards valuing wellbeing as much as productivity, recognizing that the two are deeply interconnected. When organizations, managers, and individuals work together, acknowledging their shared responsibility, we can create healthier, more productive work environments and happier, more fulfilled individuals.
About the Author
Talya Landau is a Workplace Wellbeing Strategist and Keynote Speaker specializing in Strategic Wellbeing Programs and burnout prevention. Drawing from her experience as Global Wellbeing Manager at Wix.com and Director of Innovation at Amdocs, she helps companies worldwide drive real change in the future of work. Talya is passionate about making a difference through proactive health and wellbeing initiatives. She is an active member of the Global Wellness Institute Workplace Wellbeing Initiative.
**Disclaimer**
The blog submissions featured on this site represent the research and opinions of the individual authors. The Global Wellness Institute and the Health Coaching Initiative are not responsible for the content provided. We serve as an outlet for health coaches to share their blog work and insights. The views expressed are solely those of the authors and do not necessarily reflect the official policy or position of the Global Wellness Institute or the Health Coaching Initiative. Readers are encouraged to consult with a qualified healthcare professional for specific health concerns.
