Burnout: Symptoms and Solutions
“Burnout” is defined by the World Health Organization as consisting of three simultaneous occupational experiences: exhaustion; disengagement or cynicism; and feeling ineffective, Christina Maslach and Michael P. Leiter write in Harvard Business Review (HBR). Across professions, more than 50 percent of workers say they feel burned out, researchers Emma Seppälä and Marissa King write in HBR.
Bertha Wegmann (1847 - 1926), 'Despair' (detail), s.d, via WikiMedia, PD-Art (PD-old-70)
While all workers are susceptible to burnout from chronic stress, some contributing factors disproportionately affect women. Owing to pervasive gendered stereotypes, women must outperform men to be considered equally competent, studies have found. In addition to having to work harder than men at their professional duties, women are also expected to take on more “office housework” that does not contribute to career advancement.
Women and underrepresented populations often routinely experience microaggressions (discriminatory slights that are not recognized as such by the general population, and take a toll). In male-dominated fields like construction, engineering, and architecture, women may also experience loneliness which can contribute to feeling disengaged from work. In addition to workplace inequities there are inequities in the homes of opposite-sex couples regardless of their ages, with women typically responsible for more than their share of household tasks.
While taking time off might address the exhaustion element of burnout, re-engaging with work and colleagues can be challenging. Suggesting people experiencing occupational burnout fix the issue through self-care is not helpful, researcher Christina Maslach says, because it blames them for their condition. However, some self-care strategies can help prevent burn-out, like seeking treatment for sleep disorders or mental health concerns and connecting with friends.
For many sufferers of occupational burnout, the culture of their workplace is the main culprit. If the culture doesn’t change, the worker might change workplaces. In addition, while burnout is considered an occupational rather than medical condition, it can still be contagious, researchers Margaret Y. W. Lee and Kathleen Riach write. It is therefore in the best interest of employers to address factors in their culture than can lead to burnout.
A lack of recognition, not feeling valued, and not feeling like you are contributing value all can lead to burnout, researcher Gordon Flett has determined. Both firm leaders and individuals can take steps to meet this “universal human need” to matter.
The Maslach Burnout Inventory (MBI) is a free test designed to assess the risk of burnout in three components: exhaustion, depersonalization, and personal achievement. While designed as a self-test, employers can also use it as a tool to measure the risk firm-wide; the test’s creators provide guidance on administering and interpreting the test accurately and ethically.
Please subscribe to The Architectress.