Yes, it is OK to help individuals cope with burnout, but it is more important to create better job matches for them. Match, or good fit, between workers and the workplace. The answer to this question lies in improving the In other words, how can chronic job stressors be successfully managed at their source? The real solution is to redesign workplaces so that the causes of burnout are no longer so frequent or intense. Burnt out individuals show that there are urgent problems to be addressed at the heart of any organization. The whole notion of burnout treatment needs to be flipped. When the canary keels over, we acknowledge that the environment is hazardous-we don't tell the canary that it should take a long weekend. Think of burnt out employees as canaries in the coal mine. Over time, these stressors lead to an erosion of workers' energy, involvement and self-confidence to the point where they feel exhausted, cynical and ineffective in their job-"burnt out." There are many well-intentioned efforts to solve burnout in the world of work, but frequently, they address the effects of the problem, not its source.īurnout is a management and organizational issue, not a physical or mental health issue, so promoting self-care won't usually help employees recover. Editor's Note: SHRM has partnered with Harvard Business Review to bring you relevant articles on key HR topics and strategies.īurnout is a response to chronic job stressors: high-frequency events embedded in workplace practices that have not been successfully managed.
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