Jacinda Ardern, the New Zealand prime minister announced her resignation in January of last year because she did not have “enough in tank” after six turbulent years at power. Kate Cleminson is the Human Resources Director of Healix. She says that Ardern acknowledged the strains she felt after six turbulent years in power, including the Covid-19 epidemic and the cost-of living crisis.
The shocking announcement was met by a wave support in part because it helped normalise a topic that many are reluctant to acknowledge has an impact on their personal and professional life. Professor Sir Cary Cooper is a psychologist who wrote Burnout In The Workplace. He praised the former prime minister, calling it “unfortunate that more leaders didn’t follow her example.”
Burnout and stress can also be a problem in the workplace.
Employers can also take steps to help employees who are suffering from burnout.
What is burnout ?
Burnout is defined by the World Psychiatric Association as a psychological condition that develops as a result of chronic stress. Mental Health UK describes it as a “state of physical and mental exhaustion”. It can occur when a person has been under long-term pressure in their job or when they have performed physically or emotionally demanding tasks for a very long time.
Burnout is a condition that can cause excessive stress, fatigue and insomnia. It may also lead to anger, depression, or even physical illness. In an attempt to cope, people may turn to alcohol, drugs or other harmful behaviors. This could manifest as employees becoming more cynical, feeling overwhelmed and less productive in the workplace.
Managers must be alert to the signs of employee burnout and address their root causes. Burnout can lead to high turnover, poor productivity and a higher number of sick leave days.
Supporting burnout
Burnout becomes worse with time. It usually requires a plan that is long-term to help implement sustainable working methods and encourage employees to reach a better state of mind.
The process may include:
Assessing the situation: Employees and supervisors can talk about possible workplace triggers, such as unrealistic expectations or workloads, and then adjust these to a manageable amount.
Find support – It is important that colleagues feel comfortable asking for help from their friends, family, and coworkers. It may be necessary to access professional support such as a employee assistance program (EAP).
Encourage breaks – Burnout can be caused by a constant cycle of stress without any transition into a relaxed state. Encourage employees to take breaks during the day. This will allow them to relax, whether it is by going for a walk or catching up with their colleagues. Managers can assist an employee who is reluctant to leave their desk by incorporating structured breaks into the day.
How to prevent burnout
Employers can do a lot to prevent mental illness within their organization and create a culture of support that puts mental health first. What does this mean? Some examples include:
* Regular one-to-one meetings with employees to check on their well-being and give them the opportunity to voice concerns
Encourage senior leaders to share their honest and personal stories to inspire others.
Employees should be given alternative channels to express their concerns. Not everyone is comfortable speaking to their manager, or even a colleague.
Some companies also incorporate boundaries into their working day. For example, they may have an end to the day where work emails are discouraged and the employees are encouraged clock off for the evening. It may not be feasible in all roles but creating boundaries between work and personal life can help to achieve a healthy balance.
Tailored Guidance
Many organisations have a difficult time informing employees about the support available. According to research, less than one quarter of employees know that their employer has a plan for identifying signs of chronic stress. Information about healthcare benefits and support systems, such as an EAP and mental health first aid, is crucial.
You can also use events like ‘Time to Talk Day” or “World Mental Health Day” to inform employees of the symptoms and support available.
Leaders also need support
Jacinda Ardern is a prime example of how pressure on senior executives can be overwhelming.
According to a survey conducted by Development Dimensions International for their Global Leadership Forecast 2021, nearly 60% of leaders said they felt “tired” at the conclusion of the day. The UK economy will continue to struggle and this problem will only worsen. Leaders must ensure that they have the necessary support to avoid burnout.
Senior leaders are encouraged to discuss mental health with their peers and receive support. Delegating roles and responsibilities, taking annual leave, and setting limits on working hours can all help to free up emotional bandwidth.
An office in balance
It is not wrong to strive for excellence in your job. Many of us thrive when under pressure. Stress is part of the working world, but it should not reach unhealthy levels. Jacinda’s resignation is an example of this, and we hope that it will encourage both business leaders and their employees to consider their well-being.
By fostering a culture in which colleagues of all levels are aware about mental health and the available support, and also encourage personal action and peer support, an organisation can avoid burnout, and improve its operational efficiency.
