Burnout has many definitions. In the earlier stages, it may be irritation, loss of motivation and exhaustion that seem to end and return at intervals. At its extreme, it can be a complete mental, emotional and physical shutdown. But the damage it does lies within all of the in-between feelings—the self-doubt, questioning if you are doing enough and doing it well enough, skipping celebrations, quitting activities you used to love because you’re too tired or don’t have enough time…the list goes on.
Awareness about mental health has increased multifolds today than it was a decade ago, yet burnout (a subset of mental health) tends to be viewed primarily as a ‘corporate jargon’ – an expression people use when they have a lot to do and very little time to do it. In reality, it is a severe state of physical and mental exhaustion with consequences for the person suffering from it as well as those around them if left untreated.
Burnout, as explained by the World Health Organization, has three dimensions: overwhelming physical or emotional exhaustion, feelings of cynicism or detachment and a sense of ineffectiveness.
Overwhelming physical or emotional exhaustion: This dimension refers to a state of extreme tiredness and depletion, either physically, emotionally, or both. Individuals experiencing burnout may feel drained, fatigued, and unable to cope with the demands of everyday life. This exhaustion can manifest in various ways, such as feeling constantly tired, lacking energy, or experiencing emotional numbness.
Feelings of cynicism or detachment: This dimension involves a sense of detachment or disengagement from work, relationships, or other aspects of life. People with burnout may develop negative attitudes towards their work, colleagues, or responsibilities. They may feel cynical, resentful, or emotionally distant, leading to a loss of enthusiasm and motivation.
A sense of inefficacy: This dimension relates to feelings of reduced effectiveness or competence in one's work or other activities. Individuals experiencing burnout may doubt their abilities, question their accomplishments, or feel like they are not making a meaningful contribution. This sense of inefficacy can undermine self-confidence and lead to a decreased sense of accomplishment.
Does burn-out occur primarily due to work?
Burnout doesn't just come from work pressures. Responsibilities in other areas of life, like personal matters, health, family, and home, can also trigger burnout. Managing kids' activities, planning trips, cooking, scheduling health check-ups, and handling everything else can weigh heavily on the minds of modern working women.
How can you observe the signs of burn-out?
Increased Irritability: Becoming more easily annoyed or frustrated over small matters.
Withdrawal: Pulling back from social interactions and activities that were once enjoyable.
Physical Symptoms: Experiencing frequent headaches, stomachaches, or other unexplained physical discomforts.
Decreased Productivity: Finding it harder to focus or complete tasks efficiently.
Changes in Sleep Patterns: Having trouble falling asleep, staying asleep, or waking up feeling rested.
Emotional Exhaustion: Feeling emotionally drained, numb, or detached from others.
Cynicism or Negativity: Adopting a more negative outlook and pessimistic attitude towards work or life in general.
Loss of Motivation: Lacking enthusiasm or interest in activities that were once fulfilling.
Forgetfulness: Experiencing memory lapses or difficulty concentrating on tasks.
Increased Sick Days: Taking more sick days than usual due to physical or mental health concerns.These signs may vary from person to person, and it's essential to pay attention to changes in behaviour or mood that seem out of the ordinary.
How to exit the ‘burnout loop’?A significant factor contributing to burnout is the gap between what women feel they ‘should accomplish’ and what they ‘realistically can achieve’. This challenge is particularly observed in working mothers, as societal norms often designate them as the primary caregivers and decision-makers for their children. This expectation results in an ever-expanding list of responsibilities for mothers, with the "should" column continuously growing. When a child needs assistance or support, mothers are often the first to be called upon, further increasing the pressure and contributing to burnout. Letting go of the 'should' can be a liberating and empowering process to get rid of the constant pressure to fulfill societal expectations.
One approach is to prioritize self-awareness and self-compassion. Recognizing and accepting one's limitations and imperfections can help shift focus away from unrealistic ideals. Setting realistic goals and boundaries is equally vital. Learning to delegate tasks, both at work and at home, can lighten the load and create space for self-care. Communicating openly with partners, family members, and colleagues about shared responsibilities can foster a more equitable distribution of tasks and alleviate the burden of being the default parent.
Embracing the concept of 'good enough' rather than striving for perfection can also help combat the 'should' mentality and reduce feelings of guilt or inadequacy.
How can organizations support their workforce?
To foster a company culture that values and supports time off, I am happy to share a few recommendations:
Promote complete disconnection during vacation: Encourage employees to fully disconnect from work during their vacation time. This means setting clear expectations that they are not expected to check emails or take work calls while away.
Establish a culture of disconnected time: Hustling beyond working-hours on a daily basis should be avoided. If the work cannot be completed during working hours, hire more staff. While occasional long hours may be necessary, prioritize maintaining a healthy work-life balance by ensuring that extended workdays are the exception rather than the rule.
Enhance Managerial Understanding: Ensure that managers have a thorough understanding of the roles and responsibilities of their team members. This includes recognizing the time commitments required for various tasks and projects, allowing for realistic workload allocation and scheduling.
Encourage Time Management Skills: Provide training or resources to help employees improve their time/ self management skills. This includes prioritization techniques, setting boundaries, and effective delegation strategies.
Lead by Example: Managers and leaders should model healthy work-life balance behaviors by taking time off when needed, respecting boundaries, and prioritizing self-care. This sets a positive example for employees and reinforces the importance of prioritizing well-being.
Work-life balance is an equal personal responsibility as it is of an organization. Taking proactive steps to prioritize self-care and advocating for environments that support these efforts is paramount. By recognizing the importance of personal responsibility and actively setting boundaries, you can navigate complex work-life dynamics, empower yourself to lead healthier, more balanced lives.
Ultimately, fostering a culture that values well-being not only benefits individuals but also contributes to a more sustainable and resilient workforce as a whole.
