This is the name given to the chronicity of stress and anxiety at work, burnout syndrome , the 'disorder' of the ' burned out worker '. Do you want to know how these situations are managed by human resources departments ? We first address what it is and how it occurs in order to, later, understand what strategies professionals use to avoid it and respond to these employees.
The World Health Organization (WHO) includes burnout syndrome in its list of occupational diseases, a pathology that affects more than 60% of the population. These data bring to the table a problem that frequently occurs in companies of all kinds and that is a challenge for human resources specialists , who must detect the problem and know how to address it. As is often the case, the best way to deal with it is with prevention, as we will discuss in this article.
But the first thing is to start by defining what burnout syndrome is , how it is generated and how to treat and prevent it to achieve a healthy work environment.
What is burnout syndrome?
As we pointed out, the WHO describes it as a disease bahrain whatsapp data resulting from chronic, prolonged work-related stress, which affects the mental and even physical health of the worker.
Burnout syndrome has increased in recent decades as a result of certain changes in the productive and business fabric, and in work dynamics.
Sometimes, staff and team cuts, taking on a greater workload or new responsibilities are behind a pathology that ends up influencing the productivity of companies. It is therefore essential to support initiatives that put employees at the centre of organisations, since corporate results fundamentally depend on their well-being and performance.
Burnout
Causes and symptoms of burnout syndrome
So what motivates this situation of the ' burned out worker '? What are the main causes of burnout syndrome ?
1. Work overload
Excessive demands and increase in tasks and functions to be performed in the workplace.
2. Little professional recognition
The previous point increases the worker's discomfort if it is added that the work he carries out is not recognized and he is not compensated in any way for the effort he is making.
3. Reduced possibilities for improvement/promotion in the company
Sometimes it is a significant burden not to find ways to advance in the company, improve conditions and even delegate certain responsibilities even though the person may be prepared for it.