After the first months of the pandemic, 31% Poles felt burned out professionally and among employees with internship in the range 5 – 8 The rate of increase was 41%. Isolation from colleagues, lack of certainty about what next weeks will bring, or blurring the border between work and home are factors linked to the pandemic situation and also affecting job satisfaction and burnout.
There's nothing to cheat about – a burnt-out worker is a low-productive worker. This in turn leads to lower efficiency and worse overall performance of the company. How can this problem be reduced?
Burning and depression – duet definitely in unwanted worker
According to the WHO definition, occupational smoking is a "syndrom resulting from chronic stress in the workplace that is not effectively managed". Otherwise, this can be defined as the result of deep, long-term stress that has not been resolved by either an employee or his employer.
WHO in the year 2019 At the World Health Assembly in Geneva, she classified occupational smoking as an official medical diagnosis.
According to the guidelines of the organization, the most common symptoms that allow for initial diagnosis are: exhaustion and lack of energy, increasing the distance to work (negative feeling/ cynicism relative to the work done) or reducing productivity in the profession.
As the WHO points out: "Burning refers particularly to phenomena in the professional context and should not be used to describe experiences in other areas of life". The problem of occupational burnout has been addressed in reality for years, and burning itself is nothing new, and it did not suddenly appear.
Psychologist Herbert Freudenberger as early as the year 1974 published one of the first scientific papers on the subject.
Often, depression is one of the factors that affects the onset of occupational burnout or the intensification of symptoms. A worker with depression begins to be less efficient, less satisfied with his work, lacks energy. Without a shadow of a doubt, this duo is definitely undesirable.
Human resources management and organisation and other factors affecting occupational smoking
You might ask yourself what makes so many people, and now more and more young people, feel burned out professionally. The source of reduced employee productivity is often indicated by the worker himself, which unfortunately is often a missed diagnosis. There's an old saying that a fish breaks from the head.
It's often the same in companies. The bad or distorted style of human resources management and the entire organization significantly influences the well-being on the professional level and, as a result, the appearance of burnout among employees. What are we supposed to mean by bad or bad management style?
According to Lewin-Lipitt-White, we distinguish three basic management styles – democratic, liberal and autocratic. And while each of them has its positives, depending on the specific situation in the company, unfortunately, the inability to manage people can unbelievably act on the whole organization.
Such undesirable actions are the inability to delegate tasks and communication, to introduce a nervous atmosphere, to be unforgiving to workers or to seek out the smallest, often insignificant mistakes or shortcomings.
To minimize the risk of occupational burnout in your company, adjust your management style to your needs and limit activities that may even cause depression.