Burnout is on the rise across many professions, with three-quarters of employees experiencing burnout at some point in their career, according to a recent Gallup survey. The chronic stress of the pandemic has amplified the problem. In a recent Indeed survey, 27 percent of employees said they were unable to unplug from work at the end of the day and 53 percent of remote workers reported working longer hours than they had worked when they were in the office. Most employee experience, human resources (HR), and benefits professionals are aware of burnout and the toll it can take on engagement, productivity, and
employee retention, but finding solutions is complicated. So, what can employers do to spot the signs of burnout and help their employees feel better and more engaged?
Burnout is a type of work-related distress that is more intense and long-lasting than everyday stress or fatigue. In 2019, the World Health Organization (WHO) officially recognized burnout in its International
Classification of Diseases diagnostic manual, defining it as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.
Work fatigue—or burnout—is gaining recognition as a workplace issue, not an individual problem that employees can be expected to address on their own.“Burnout is an organizational issue,”
said Joe Grasso, PhD, senior director of workforce mental health at Lyra Health. “It’s caused by a number of different factors, many of which aren’t fully within an individual employee’s control. That’s why
everyone at all levels of the organization owns some responsibility around preventing burnout and doing something to correct it when it shows up.”
This article is posted at lyra.com
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