Burnout is from chronic stress. We all know this.
Burnout is the result of chronic stress. We all know this. We also know it has a huge impact on the person who’s experiencing it, especially when that person is at work.
However… when someone’s burnt out, it doesn’t just affect them, it has a ripple effect throughout the whole business.
And the stats are getting pretty scary. Let’s look back to 2020… 23% of the workforce reported burnout. Then by 2023, that number jumped to 43%. And right now? We’re seeing reports that 79% of employees are burnt out. This is a massive issue.
But here’s the catch: the World Health Organization (WHO) might call burnout a workplace phenomenon, but chronic stress, whether it’s caused by work or personal life, is the real precursor to burnout. So, while work plays a huge role, stress from outside the office can also add to the potential for burnout.
Just some scary numbers...
Burnout is costing businesses big time. Gallup has found that burnout costs companies 35% of an employee’s salary and that’s if the person stays in the job… But here’s the thing: 92% of burnt-out employees are actively looking for new roles. And replacing someone who’s burnt out can cost a company as much as 175% of their salary. That’s a hefty price tag for any business.
And don’t forget the impact burnout has on the rest of the team. A burnt-out employee can often show signs of frustration, anger, or disengagement, and that can quickly spread to others. When one person is struggling, the entire team can feel it. Not to mention the potential additional work that has to be picked up by the manager and or the team.
What are the biggest causes of burnout in the workplace?
Before we look at who’s responsible for what, we have to get a better understanding of the leading causes of stress that can lead to burnout, alright let’s have a gander:
- Lack of support
- Toxic environments
- Demanding workloads
- Lack of recognition
Now, something we have to remember is that not EVERYONE in those environments end up burnt out. Why? Because we all have different perceptions, coping mechanisms and different ways to handle these situations.
Something else to remember is that the people MOST at risk of burning out in a workplace (annnnd it’s truly hard to spot until they’re down and out for the count) are your high-achiever, top-performers and the type A professionals.
These people typically ignore the warning signs, put on a mask when things are getting a bit hairy and keep pushing through… Until they can’t… of course.
This is why it’s important to deeply understand the root cause of burnout in every situation.
The Company’s Role
Now we’ve covered all that, let’s have a chat about what are the main responsibilities of you, as a company or organisation.
Companies are responsible for ensuring their employees:
- Have enough time to do their work and to have downtime
- The skills they require to do their jobs (this can be skill development as well, if employees aren’t developing skills or being challenged enough, they’re likely to become disengaged… BUT this is a topic for another day)
- The right support. We all know that having the right support to a) do the job and b) feel safe to speak to someone when things aren’t okay. So it’s vital that companies can provide an environment where employees feel supported but also feel comfortable letting either their manager or HR about the stresses they’re facing.
- Reward and recognition. This is a big one for employees and companies. Employees need to feel like they are a valued member of the team/company. Being able to ensure your employee feels those things through rewards (doesn’t have to be monetary) and recognised for their hard work is essential.
It’s not easy, especially as every single person in your organisation is going to require a different part of the equation.
Companies need to have an understanding of what role they play and ensure they are creating the right environment for their employees to work effectively.
The Employee’s Role
Employees (and people) are responsible for ensuring they implement the right tools necessary to manage stress outside of work (if work is providing them with the right resources, of course).
What can be really difficult is that a lot of chronic stress can also come from outside of the workplace and having awareness of that is incredibly important for both parties.
Being able to understand the biggest cause of stress in your life and have the right resource to either mitigate that stress or overcome is something we all need to have.
What Can We Do Moving Forward?
I think we can all agree that managing stress and preventing burnout is a team effort. Companies need to take responsibility for what they are responsible for. And employees also need to take responsibility for managing their stress. This can mean implementing coping strategies both inside and outside of work.
The key here is collaboration. It’s time to move away from the “us vs. them” mentality when it comes to burnout. Everyone, both employers and employees, needs to take responsibility. Only then can we build a healthier, more sustainable workplace.
And there isn’t a “one-size-fits-all all”. Every person and company I have worked have different causes, needs and solutions.
It’s really up to everyone to start looking at stress more seriously and looking at what part they play in it. Whether that’s companies, employees or even society.
What next?
April is Stress Awareness Month, and it’s the perfect time to start having those tough conversations about burnout.
Not sure where to start? Check out the different talks and workshops we offer, or feel free to set up a chat with us here. Let’s work together to tackle stress and burnout head-on!
