Understanding burnout
Burnout is classified by the WHO as an occupational phenomenon - it results from chronic workplace stress that hasn't been successfully managed. It's characterised by three dimensions: energy depletion, increased mental distance from work, and reduced professional efficacy.
Burnout dimensions
- Exhaustion (physical and emotional)
- Cynicism (detachment from work)
- Inefficacy (reduced accomplishment)
Business impact
- Reduced productivity
- Increased errors
- Higher turnover
- More sick leave
Burnout warning signs
Early indicators that someone may be experiencing burnout:
Warning signs to watch for
Burnout causes
- Workload: Consistently excessive demands
- Control: Lack of autonomy or decision-making
- Reward: Insufficient recognition or compensation
- Community: Poor relationships or isolation
- Fairness: Perceived inequity in treatment
- Values mismatch: Work conflicts with personal values
- Role clarity: Unclear expectations or conflicting demands
Burnout is an organisational problem
While individual resilience matters, burnout is primarily caused by work conditions, not individual weakness. Wellness apps and resilience training don't fix unsustainable workloads. Address root causes - workload, control, support - rather than expecting individuals to cope with broken systems.
Preventing burnout
Organisational prevention
- Monitor and manage workloads
- Give employees control where possible
- Recognise and reward contributions
- Build supportive culture
Manager prevention
- Have regular check-ins
- Notice warning signs early
- Model healthy boundaries
- Support flexible work
Common burnout mistakes
Treating symptoms not causes
Offering yoga classes while maintaining unsustainable workloads. Wellness perks don't fix systemic problems. Address workload, control, and support before adding wellness programs.
Blaming individuals
Framing burnout as individual failure to manage stress. If multiple people burn out in a role or team, that's a systems problem, not multiple individual problems.
Waiting too long to act
Addressing burnout only when someone reaches crisis or leaves. Early intervention when warning signs appear is more effective and less costly than waiting for collapse.
Key takeaways
Burnout is chronic workplace stress characterised by exhaustion, cynicism, and reduced efficacy. It's an organisational problem requiring organisational solutions - addressing workload, control, reward, and support. Prevention through sustainable work design is more effective than treating burned-out individuals.
RosterElf's staff management helps prevent burnout through fair scheduling, workload visibility, and support for work-life balance.
