Equilibrium_Burnout in the Workplace Factsheet_April 2024

BURNOUT IN THE WORKPLACE

PREVENTION, RECOGNITION & MANAGEMENT

BURNOUT FAQS INTRODUCTION Burnout. A word heard far too often in high demand professional settings, but something we believe can be reduced. At Equilibrium, prevention, education and a strong focus on personalised employee wellbeing is key. In partnership with Dr Jacqueline Rakov, Clinical and Forensic Psychiatrist and Equilibrium collaborator, we’ve created this actionable toolkit to help you navigate the impact of burnout.

WHAT IS BURNOUT? Burnout is an occupational condition resulting from chronic workplace stress that has not been effectively managed.

WHAT ARE THE KEY INDICATORS OF BURNOUT? The World Health Organisation defines the key indicators of burnout as: feelings of energy depletion or exhaustion; increased mental distance (or feelings of negativity or cynicism) from one’s job and reduced professional efficacy. 1

HOW DOES BURNOUT IMPACT THE WORKPLACE? Burnout has been linked to poor physical and mental health outcomes, and it costs employers and taxpayers billions of dollars annually. In Australia, absenteeism costs the economy approximately AUD $14.81 billion per year,2 and presenteeism causes losses of AUD $34.1 billion.3 Many workers face intense pressures, from meeting deadlines to making critical decisions, all of which can strain mental resilience. Striving for excellence often means personal sacrifices, underlining the need to manage jobspecific stressors effectively.

KEY INDICATORS OF BURNOUT

FEELINGS OF ENERGY DEPLETION INCREASED MENTAL DISTANCE REDUCED PROFESSIONAL EFFICACY

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PRACTICAL STEPS TO MANAGING BURNOUT PREVENTION Burnout could be described as a canary in a coal mine, it’s a warning sign of a toxic work environment. Prevention comes from ensuring job roles and environments are set up to fit the people, rather than the other way around.

Some focus areas to assist with prevention planning include: 1.

7.

WORKPLACE CULTURE AND FLEXIBILITY Is their working environment positive and embracing of flexible arrangements?

8. WORK-LIFE BALANCE Are they encouraged to practise and promote a healthy work-life balance?

SUSTAINABLE WORKLOAD Is the employee’s workload appropriate for the time they have available?

2. CHOICE AND CONTROL

RECOGNITION

Do they have input on how their work is managed and executed?

3. RECOGNITION AND REWARD Are they regularly acknowledged for their input, successes and milestones both individually and as a team?

4. SUPPORTIVE WORK COMMUNITY Are there regular opportunities for the team to grow and support each other as a collective?

5. FAIRNESS, RESPECT, AND SOCIAL JUSTICE Is inclusion, diversity and equity alive in your company culture?

6. CLEAR VALUES AND MEANINGFUL WORK Are decisions and the work environment aligned with the goals and values set by leaders?

4 10-15% of employees fit a true burnout profile, whereas 30% fit an engagement profile. And whilst all cases of reduced engagement in the workplace should be addressed, burnout can be identified with the following:

1.

SIGNS OF PHYSICAL FATIGUE Does the individual experience persistent physical tiredness or fatigue?

2. EMOTIONAL DETACHMENT AND NEGATIVITY Do they exhibit signs of emotional detachment or negativity towards their work?

3. REDUCED WORK PERFORMANCE Do they demonstrate declining or subpar work performance compared to their usual standard?

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MANAGEMENT If an employee is dealing with burnout, it’s important to ensure they have access to personal leave and wellbeing resources.

From there, work to ensure there is satisfaction in their core psychological needs going forward, to promote workplace motivation and psychological wellbeing. These include: 1.

AUTONOMY The sense of some control and choice over what they do

2. BELONGING Feeling part of something bigger than oneself 3. COMPETENCE What is it that tells them ‘I’m good at this’?

4. POSITIVE EMOTIONS Things that make them feel good, celebrate and laugh 5. PSYCHOLOGICAL SAFETY Do they feel safe to express themselves and try new things?

6. FAIRNESS Clear and transparent communication that’s consistent among the team 7.

MEANING Do they feel their work contributes to the overall goals and values of the organisation?

8. GROWTH Do they have regular check-ins, training, monitoring and evaluation?

PROFESSIONAL SUPPORT If in doubt, refer your team member to their GP who is the gateway to specialised care. They can refer to mental health specialists where needed.

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LEVERAGE EQUILIBRIUM ABOUT EQUILIBRIUM

DIGITAL EDUCATION

Equilibrium is an online program that provides businesses a long-term solution to maximise team performance, improve culture and retain talent, with measurable outcomes.

An on-demand digital resource for learning, featuring proven theoretical health and wellbeing practices to complement professional routines.

THE EQUILIBRIUM PROGRAM

PHYSICAL EXPERIENCE

The Equilibrium Program couples digital health and wellness education with practical sessions to create an engaging and effective wellbeing program that encourages lasting behavior change.

Interactive learnings and immersive experiences at EQ to complement digital learning, provide you with the practical tools to succeed at work and carry through life.

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DISCLAIMER This document has been provided for general information only and must not be relied upon in any way. The information issued by Equilibrium is not intended to be a substitute for obtaining professional medical advice, diagnosis, or treatment. If you are experiencing health concerns, you are encouraged to seek medical advice from an appropriately qualified medical practitioner. While Equilibrium makes every effort to ensure the accuracy of this document, Equilibrium does not guarantee its accuracy, completeness and does not accept responsibility or liability for any injury, loss or damage incurred by use of or reliance on its information. Before relying on this information, you should carefully evaluate it and where appropriate seek professional advice.

ENDNOTES 1

World Health Organisation International Classification of Diseases (ICD-11).

2

Medibank Private Annual Report (2008).

3

Medibank Private Annual Report (2011).

4

Christina Maslach, Susan E. Jackson, Michael P. Leiter, Wilmar B. Schaufeli, & Richard L. Schwab- Maslach Burnout Inventory (MBI) (2016).

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