Are you a burned out employee? Here we will dive into 6 interventions to assist you according to research.
A few of the them are ones you have probably already heard of.
However, there is one I mention at the end that is unique and was the most interesting one I came across.
Burned Out Employee Interventions
Below are ways the burned out employee can get assistance beyond the workplace.
Physical Exercise
- Exercise does not alleviate all symptoms of burnout but rather aids in prevention and recovery
- The type of exercise did not seem to impact the results but rather any sort of movement seemed to help
- Walks, qigong, running, strength training, rowing, stairs, swimming, group cycling were all mentioned
- Further research is needed to show the extent it helps. The researchers stressed physical exercise is not a ‘cure’ but rather something to add along with cognitive behavioral therapy as an example
Mindfulness Training
- Studies have shown mindfulness practice is effective in reducing burnout syndrome
- Mindfulness techniques help for a human to be fully present
- Techniques could include increased awareness, breathing techniques, and meditation. It is believed mindfulness reduces racing thoughts and can direct attention back to the present moment
Self Assessment
- Self assessment, or check ins with oneself, help with prevention and recovery of burnout
- Self assessment involves noticing possible signs of stress or triggering events that suggest burnout is coming
- A way to practice self assessment is by using a journal. In this journal, write out stress symptoms, current workload/projects, and overall feelings towards work. Over a period of time, one may see patterns of burnout or what types of stressor impact them most
Psychotherapy
- At this point, burnout has likely already occurred for one to use psychotherapy as an intervention.
- Therapy assists in developing self awareness, emotional self regulation, and various other principles outlined in cognitive behavioral therapy
- Employers may have these services available to their employee but it is the individual who needs to seek them out and stay committed to assist in burnout prevention and recovery
Time Management
- Employees at risk of burnout feel they lack time to complete all the necessary tasks in their personal and professional lives
- Research suggests effective time management prevents and helps in recovery from burnout
- The researchers did discuss this intervention is most dependent on the organization the employee works at
- Employers need to organize tasks, be realistic with timelines, and delegate when appropriate for this intervention to be successful
Job Redesign and Job Crafting
The researchers discussed techniques for employers to help their employees. One suggestion was to participate in job redesign.
Job redesign would be a process done by the employer to reduce the probability of burnout across the organization. I read it as a ‘custom job description’ for each employee. It was not stated this way but I will explain why I interpreted it as such.
Job Redesign Example:
- There are two product manager positions. They both have the same job description
- The job description includes data analysis, graphic design, and creation of marketing materials
- One product manager may find graphic design extremely stressful and avoids these tasks until last minute causing delays but finds data analysis easy
- The other product manager may enjoy graphic design but finds the tools needed in data analysis too confusing and gets frustrated
What would job redesign do?
It would result in these two product managers shuffling the tasks according to their strengths. The same amount of work gets done but it is done in a more meaningful way to the employees.
The researchers pointed out this technique would need to be initiated by the employer but suggested employees could pitch a similar idea.
They called it job crafting.
Similar to job redesign, job crafting would consist of modifying their job description according to their strengths while ensuring all tasks are still completed.
This would consist of delegating amongst the team according to employee strengths, skills, and personal preferences. It would take an environment of collaborating and honesty to be successful.
The outcome could results in less burnout for the individual as well as others on the team.
Studies Referenced:
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8834764/#B98-ijerph-19-01780
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6090391/
Photography Credit:
Jason Strull, Emma Simpson, Nataliya Vaitkevich