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Burnout is a state of chronic workplace stress that leads to physical and emotional exhaustion, often resulting in reduced performance and disengagement.
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Back to Glossary
Burnout is a state of chronic workplace stress that leads to physical and emotional exhaustion, often resulting in reduced performance and disengagement.
Unchecked Burnout can lead to decreased productivity, increased absenteeism, and higher turnover rates, negatively impacting overall organisational health.
Implement preventative measures, such as workload management, clear expectations, and fostering a supportive work environment, to mitigate and prevent it.
Employees should be encouraged to recognise signs of Burnout, such as fatigue and decreased motivation, and take proactive steps like self-care and seeking support.
Identify and address specific organisational stressors, such as excessive workload or inadequate resources.
A supportive and positive organisational culture can act as a buffer against Burnout, while a toxic culture can contribute to its development. Evaluate and foster a healthy culture.
Ensure employees have access to resources like counselling services, wellness programs, and open communication channels to seek support.
Implement policies that promote work-life balance, set realistic expectations, and encourage employees to take breaks as prevention.
Leadership should prioritise open communication, monitor workload, and provide resources for skill development to proactively address and mitigate risks.
Consider legal and ethical aspects of managing Burnout, ensuring compliance with labor laws and maintaining confidentiality when addressing individual cases.
In conclusion, addressing it requires a multifaceted approach, encompassing both individual and organisational strategies to foster a healthier and more sustainable work environment.
Unchecked Burnout can lead to decreased productivity, increased absenteeism, and higher turnover rates, negatively impacting overall organisational health.
Implement preventative measures, such as workload management, clear expectations, and fostering a supportive work environment, to mitigate and prevent it.
Employees should be encouraged to recognise signs of Burnout, such as fatigue and decreased motivation, and take proactive steps like self-care and seeking support.
Identify and address specific organisational stressors, such as excessive workload or inadequate resources.
A supportive and positive organisational culture can act as a buffer against Burnout, while a toxic culture can contribute to its development. Evaluate and foster a healthy culture.
Ensure employees have access to resources like counselling services, wellness programs, and open communication channels to seek support.
Implement policies that promote work-life balance, set realistic expectations, and encourage employees to take breaks as prevention.
Leadership should prioritise open communication, monitor workload, and provide resources for skill development to proactively address and mitigate risks.
Consider legal and ethical aspects of managing Burnout, ensuring compliance with labor laws and maintaining confidentiality when addressing individual cases.
In conclusion, addressing it requires a multifaceted approach, encompassing both individual and organisational strategies to foster a healthier and more sustainable work environment.
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