Burnout among employees is a serious issue in our society, and is compounded by the current economic environment which has seen many employees working longer hours for the same pay as a result of downsizing. The problem is often further compounded by a lack of appreciation.
Prolonged workplace stress and anxiety can often lead to employee burnout. The term "burnout" was coined by Herbert Freudenberger in 1974, who also identified twelve phases of the burnout process, though they are not necessarily experienced in a linear order.
Having the motivation to prove oneself can lead to success.
Seemingly endless hard work
Ignoring one's own needs can lead to feelings of dissatisfaction.
Conflicts are being displaced.
By revising their values and potentially dismissing some friends or hobbies, one can often find success in life.
Ignoring emerging problems such as aggression and cynicism will not make them disappear.
Becoming aware of behaviors that are visible to others and changing them
Feeling an inner void
Living with depression can be challenging.
xperiencing burnout syndrome.
The many specific causes of employee burnout require us to think through these phases. Employees may feel powerless over decisions that affect their job, have unclear job expectations, be unrecognized or unrewarded for their efforts, have a boss who micromanages their work and makes the workplace dysfunctional, have values that are in conflict with the organization, not have their job match their skill set, or find their job to be either too mundane or too overwhelming. The list continues indefinitely.
It is essential for employees to reduce and manage stress in order to prevent occupational burnout. Especially when employees feel alone, of course this is easier said than done. An excellent resource to help employees decrease levels of stress and depression and address the twelve phases of burnout is a business coach. Employees can utilize business coaching to gain strategies and tips for dealing with a lack of control, managing strenuous workloads, and comprehending their precise roles and duties.
Recognize, Respond, and Refer
The "Three R Approach" can be used by business coaches to assess employee burnout; this approach consists of: Recognize, Respond, and Refer.
Look out for the warning signs of burnout.
Damage undone by managing stress and seeking support
Developing resilience to stress through managing physical and emotional wellbeing.
Emotionally healthy methods can be employed by business coaches to help employees confront and resolve the stages and intensity of burnout. Employees can be provided with the techniques, tools, and resources they need to regulate stress and align their personal goals with their professional aspirations by working with them. A business coach who is effective can help employees who are close to burning out by aiding them in understanding the stressful circumstances they are in, and constructing plans of action that can reduce worry and avert burnout.
The key to preventing employee burnout is ultimately emotional management. If management notices a considerable amount of stress among their employees, they may wish to bring in a business coach with the necessary expertise to help those close to burnout. Business coaching has a specialized area devoted to employee burnout. A coach experienced in dealing with employees who are disheartened by the mental, emotional, and physical strain that causes burnout and turnover is necessary.