This document discusses how corporate leaders can protect employees from burnout. It defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed. Burnout can be caused by unrealistic expectations, repetitive tasks, micromanagement, work overload, and imbalanced relationships. Signs of burnout include negativism, lower productivity, and absenteeism. Burnout can harm businesses by decreasing customer satisfaction, losing clients, higher turnover rates, and negative company culture. The document recommends that companies implement work-life balance, reward non-financial incentives, develop leadership, and offer counseling services to prevent and address burnout.
MORALE-MOTIVATION in PUBLIC RESOURCE MANAGEMENT.pptxtambalangelrose
The document discusses strategies for improving employee morale and motivation. It covers topics like the definition of morale and motivation, factors that influence job satisfaction and employee morale, the importance of performance-based rewards, and suggestions for motivating employees. Some key points include that leadership style, the reward system, organizational climate and work structure are important factors for motivation. It also discusses the differences between intrinsic and extrinsic motivation and providing rewards at the group level to improve performance.
This document discusses why employees leave organizations and offers strategies for improving retention. The main points are:
1) Employees often leave their jobs due to poor management rather than issues with the company itself. Bad managers can negatively impact performance and inspire disloyalty.
2) Other reasons for employee turnover include constant reorganization that creates uncertainty, a culture of negative competition between departments, and lack of support and appreciation for employees.
3) To improve retention, managers should identify key employees, understand their career goals, offer growth opportunities, ensure fair compensation, build strong relationships, and develop a formal retention plan with accountability. Regular communication and showing trust in employees are also important.
WORK-LIFE BALANCEDear Boss Your Team Wants Youto Go o.docxdunnramage
WORK-LIFE BALANCE
Dear Boss: Your Team Wants You
to Go on Vacation
by Ron Friedman
JUNE 18, 2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. They’re more likely
to lash out at perceived slights and struggle to empathize with colleagues. Worse still, they are
prone to negativity — and that negativity is contagious.
FURTHER READING
Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
There is every reason to believe that the cost of the mental and physical depletion that invariably
results is exponential when its victim is a manager. Not just because a supervisor’s mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
starts a domino effect that shapes cultural norms.
As I describe in a new book on the science of building a great workplace, organizational culture has
little to do with a company’s mission or vision statement. It is determined by the behaviors of those
at the top. As humans, we’ve evolved to mimic those around us, especially those in higher status
roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
body’s need for rest is not just a poor long-term
strategy. It also comes with considerable
opportunity cost.
We now have compelling evidence that the
restorative experiences we have on vacations bring us a sharpened attention, mental clarity, and
inspired insights. Take reaction time – a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
people’s reaction time jumps by an astonishing 80%.
Studies on creativity have found that spending time outdoors and traveling to a foreign country —
two activities people commonly engage in when they go on vacation — are among the most effective
ways of finding fresh perspectives and creative solutions. Simply put, you’re far more likely to have
HBR’s 10 Must Reads on
Managing Yourself
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a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
Vacations are not only a boon to the way we think; they also foster greater life satisfaction. Just last
year, Gallup released an eye-opening study showi.
mental breakdowns at work and how to deal with it.pdfDrnicktreatments
Things to learn:
What is mental breakdowns at work
Causes of mental breakdowns
How to deal it
Statistics
Today we will talk about mental breakdowns at work and how to deal it.
First we will know that what is mental breakdowns at work and what are basically it's causes.
Human beings
We, people, are social creatures as we connect with others in the everyday daily schedule of our lives. Either at home or working environment, individuals generally have something to talk or blabber.
In any case, have you at any point experience abrupt conduct change in your workers?off course you will seek employees having such mental breakdowns at work
Psychological Breakdown
In any case, what is a psychological episode, and what it means for the existence of your representatives?
Anxiety attack - Pay attention To The Disturbing Ringers:
A psychological episode or mental breakdowns includes unexpected mental episodes that might cause because of intense gloom. Individuals experiencing psychological episodes feel chest torment, trouble in breathing following the state of being alarm.
Disintegrating emotional wellness for sure damages more than actual torment. That is the reason, as mindful people, we need to think about the psychological well-being of individuals around us.
Mental breakdowns and how to deal it(2022)
One more justification for nervousness can be the exorbitant utilization of computerized gadgets.
Do you have any idea why?
Since we as a whole are fiends. Indeed! You've perused it right.
Cell phone reliance is expanding consistently. In the event that you glance around, you'll just track down an individual without holding a cell phone.
Do you know over 30% of teens go through pressure?
Furthermore, over 70% of grown-ups have intense pressure.
We should perceive how stress destroys the existences of teenagers and grown-ups.
Side effects in workers
Here are a few side effects of psychological maladjustment in workers:
Exhaustion
Absence of Focus
Fretful Ness
Keeping away from Get-together
Unexpected Emotional episodes
Upset Dietary patterns
Assuming that you find your partner or representative having such side effects, ensure they are okay. For businesses, taking into account worker wellbeing is huge.
Mental breakdowns and how to deal it(2022)
Analytics (DATA)
chart provided based on research analysis
1. Individuals in the assembling, retail and food and refreshment ventures have the most noteworthy paces of work environment related pressure.
(Source: Psychological well-being America)
2.In excess of 300 million individuals all over the planet experience the ill effects of discouragement. The condition is the main justification for why laborers go on incapacity.
(Source: World Wellbeing Association)
3.Of the businesses who become mindful of a specialist experiencing sadness, 64% will allude that individual to a Worker Help Program (EAP).
(Source: Emotional wellness America)
4.Am
Workplace ethics are the set of values, principles and standards that guide appropriate behavior in the workplace for both employers and employees. They foster positive employee and customer relationships. Common ethical behaviors include obeying company rules, effective communication, taking responsibility, accountability, professionalism, trust, respect for colleagues and working smart. Unethical behaviors include lying, taking credit for others' work, verbal harassment, violence, non-work activities during work hours, extended breaks, theft and embezzlement, and sexual harassment. Upholding high ethical standards in the workplace benefits both individuals and organizations.
The document discusses reasons why team members may not do what they are supposed to do and provides solutions. It identifies 10 common reasons including not knowing why or how to do a task, disagreeing with priorities, or being punished for good performance. It recommends clearly communicating expectations and priorities, providing training, rewarding good performance, and removing unintended punishments to increase engagement and productivity.
Our article talks about the symptoms of disengagement and the toll this takes on the communication between team members, or between managers and employees.
The document discusses the hidden financial risks to businesses posed by poor employee engagement and high staff turnover. It notes that while businesses often focus on quickly replacing departing employees, the real damage comes from "disengaged remainers" - unhappy employees who stay but undermine the business. The document advocates that businesses must accurately measure engagement, understand the full costs of attrition including lost productivity and knowledge, and make improving engagement a top priority in order to boost profitability, customer satisfaction, and reduce absenteeism and turnover. It claims that most organizations fail to properly account for the financial impacts of disengagement and attrition, which can amount to millions of pounds annually."
Executive Summary
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work.
Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
Leadership Key Whitepaper 2015 by LeadershipHQSonia McDonald
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work. Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
This document discusses how to boost employee morale during tough economic times. It notes that employee morale is low due to job insecurity and lack of raises and promotions. As a result, 70% of US employees report feeling disengaged from their work. The document then provides three suggestions for improving employee morale: 1) recognize employees' contributions, 2) provide training opportunities for skill development, and 3) foster communication and a sense of being part of a team. It stresses that gaining employee feedback through an anonymous survey is important for understanding engagement issues.
Work-life-balance is about striking a balance between the work for which a person gets paid and the personal commitments in his life, and how they impact on one another. Finding a suitable balance between work and daily living is a challenge that all workers face. An important aspect of work-life balance is the amount of time a person spends at work. Evidence suggests that long work hours may impair personal health, jeopardize safety and increase stress.
For an employer, work-life-balance is about creating a productive work culture where the potential for tensions between work and other parts of people's lives is minimised. This means having appropriate employment provisions in place, and organisational systems and supportive management underpinning them.
This document provides a guide to engaging disengaged employees. It begins by outlining the behaviors of disengaged employees, such as doing the minimum work and making more mistakes. It then discusses the high costs that disengaged employees can have on an organization in terms of lower productivity, higher turnover, and decreased safety and profits. The document presents examples of highly engaged companies like Campbell's Soup and their strategies for improving engagement. Finally, it recommends techniques for engaging employees, such as measuring engagement, acting on employee ideas, recognizing contributions, and supporting camaraderie. The overall goal is to help managers identify and address disengagement in their organizations.
Five Stressors Managers Face and Tips for How to CopeJhana
Managers face stress everyday. At Jhana, we’ve worked with, interviewed and helped a lot of managers, so we notice the stressors they talk about the most.
Because of the research that we do, we also have great tips on how to help managers relieve the particular stressors that they face.
This document discusses employee engagement for non-profit organizations. It begins with an agenda that covers what employee engagement is, ways to enhance engagement, and how to measure it. It then delves into each topic in detail, providing definitions of engaged, disengaged, and actively disengaged employees. It discusses factors that can enhance engagement, such as communication, development opportunities, recognition, trust in management, and team cohesion. Finally, it discusses methods for measuring engagement through surveys and sharing and acting on the results. The overall message is that engaged employees are more productive and committed to their work, so non-profits should focus on understanding and improving engagement.
This document provides an overview of a research paper on the causes and costs of employee absenteeism. It includes an abstract, introduction, literature review, hypotheses, research methods, data analysis, findings, and conclusions. The research aims to identify the main causes of absenteeism, such as health problems, lack of benefits, and stressful work environments. A questionnaire will be administered to employees to collect primary data on their perceptions. The data will be analyzed using SPSS to understand what is driving absenteeism rates. Preliminary findings suggest age is not a major factor, as respondents were spread relatively evenly across different age groups. Absenteeism is found to cost companies money in lost wages, temporary replacement workers, and reduced productivity
Fear can be a pretty powerful motivator, but it can also be destructive. Yes, today’s unemployment figures can make every day at the office feel like a cliff-hanger, but the reality is that fear exists in the good times as well as the bad. As human beings, we want to do a good job and we’re essential afraid of doing badly. Afraid of losing our jobs, being demoted, or just disappointing the boss.
The document discusses various challenges faced by entrepreneurs including depression, separating personal and business identity, managing cashflow, clients, employees, and more. It provides tips for staying motivated through ups and downs such as focusing on long-term goals, remembering why the business started, and relying on a strong team. When business is up, entrepreneurs are advised to network, develop new revenue streams, and continue marketing and business development. When business is down, entrepreneurs should check in with clients, partner with others, develop systems, polish marketing materials, learn new skills, and network.
Betty Burns iHuman Case Study Assignment Help
The Betty Burns iHuman case study is a crucial assignment that tests the clinical skills and critical thinking of medical students. Tackling this case study requires a comprehensive understanding of patient history, symptom analysis, diagnostic reasoning, and treatment planning. At GPAShark.com, we specialize in providing expert assistance for iHuman case studies, ensuring that you master the essential skills needed to excel in your medical education.
Understanding the Betty Burns Case Study
The Betty Burns iHuman case study presents a complex scenario that requires careful analysis and a methodical approach. Betty Burns is a fictional patient whose case involves multiple layers of medical history and symptoms. The primary focus is on developing an accurate diagnosis and creating an effective treatment plan based on the gathered information.
Key Components of the Betty Burns Case Study
Patient History
Collecting a detailed patient history is the first step in the case study. This includes understanding the chief complaint, history of present illness, past medical history, family history, and social history. Each of these components provides vital clues that contribute to the overall clinical picture.
Symptom Analysis
Analyzing the symptoms presented by Betty Burns is critical. This involves noting the onset, duration, intensity, and nature of the symptoms. Understanding the patient's perspective and documenting any changes in symptoms over time is essential for accurate diagnosis.
Physical Examination
Conducting a thorough physical examination is necessary to identify any physical signs that correlate with the symptoms. This step involves examining various body systems and documenting any abnormal findings.
Diagnostic Reasoning
Based on the collected data, students must engage in diagnostic reasoning to identify potential conditions that could explain Betty Burns' symptoms. This step involves forming differential diagnoses and ruling out possibilities through critical thinking and additional tests.
Treatment Planning
Developing a treatment plan tailored to Betty Burns' specific needs is the final step. This includes prescribing medications, recommending lifestyle changes, and scheduling follow-up appointments. Ensuring that the treatment plan is evidence-based and patient-centered is crucial for successful outcomes.
Challenges in the Betty Burns Case Study
The Betty Burns case study can be challenging due to its complexity and the need for meticulous attention to detail. Some common challenges students face include:
Comprehensive History Taking
Ensuring all relevant aspects of the patient's history are covered can be daunting. Missing critical details can lead to incomplete or inaccurate diagnoses.
Symptom Interpretation
Understanding and interpreting symptoms correctly requires a deep understanding of medical conditions and their presentations.
Diagnostic Reasoning
Formulating different
TEST BANK For Carolyn Jarvis, Physical Examination and Health Assessment 4th ...rightmanforbloodline
TEST BANK For Carolyn Jarvis, Physical Examination and Health Assessment 4th Canadian Edition 2024 Verified Chapters 1 - 31.pdf
TEST BANK For Carolyn Jarvis, Physical Examination and Health Assessment 4th Canadian Edition 2024 Verified Chapters 1 - 31.pdf
TEST BANK For Carolyn Jarvis, Physical Examination and Health Assessment 4th Canadian Edition 2024 Verified Chapters 1 - 31.pdf
Management of materials and finance hospital pharmacysibirajpharmdoff
Definition:
It is concerned with the planning, organizing & controlling the flow of materials from their initial purchase through internal operations to the service point through distribution
Aims of material management:
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Asana and Bio-Mechanism Course
course, you will receive a certificate of completion of the Asana and Bio-mechanism Teacher Training Course, which you can count towards your continuing education. Our yoga teacher training courses are accredited by Yoga Alliance USA.
Asana and Bio-mechanism Teacher Training Course
The Yoga Biomechanics course aims to deepen students’ understanding of yoga by studying the biomechanics of yoga poses, learning how to apply anatomical guidelines to position correct positions, studying effective teaching techniques in a variety of situations, and exploring the history and philosophy of yoga.
What is Biomechanism?
Biomechanics is the use of mechanical methods to study the mechanical structure, function and movement of biological systems at any level from the entire organism to organs, cells and organelles.
Enhancing Patient Safety in Digital Therapeutics: AI- Driven ApproachesClinosolIndia
Enhancing patient safety in digital therapeutics through AI-driven approaches involves leveraging artificial intelligence to ensure the effectiveness, accuracy, and security of digital health solutions. Here are some key strategies and benefits
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In the healthcare field, precise and comprehensive documentation is essential for delivering high-quality patient care. One of the most critical components of clinical documentation is the SOAP note. At GPAShark.com, we specialize in providing expert SOAP note writing services, tailored to meet the needs of nursing students, healthcare professionals, and medical practitioners. Our goal is to help you master the art of SOAP note writing, ensuring your documentation is thorough, accurate, and effective.
Understanding SOAP Notes
SOAP stands for Subjective, Objective, Assessment, and Plan. This structured method of documentation is used widely in healthcare settings to ensure consistent and clear communication among healthcare providers. Each component of a SOAP note serves a specific purpose:
Subjective (S):
This section captures the patient's narrative, including their chief complaint, history of present illness (HPI), past medical history (PMH), family history (FH), social history (SH), and review of systems (ROS). It reflects the patient's perspective and is crucial for understanding their condition and concerns.
Objective (O):
The objective section includes measurable and observable data collected during the physical examination and diagnostic tests. This might involve vital signs, laboratory results, imaging studies, and physical exam findings. Objectivity is key to providing a factual basis for the assessment.
Assessment (A):
In the assessment section, the healthcare provider synthesizes the subjective and objective data to formulate a diagnosis or differential diagnoses. This analysis helps in understanding the patient's condition and guiding the treatment plan.
Plan (P):
The plan outlines the course of action, including treatment strategies, medications, diagnostic tests, patient education, and follow-up appointments. It provides a roadmap for managing the patient's condition and achieving desired health outcomes.
Why Choose GPAShark.com for SOAP Note Writing?
At GPAShark.com, we recognize the challenges that healthcare students and professionals face in creating detailed and accurate SOAP notes. Our services are designed to support you in various ways:
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Our team consists of professional writers with advanced nursing degrees (MSN, DNP) and extensive clinical experience. They have a deep understanding of medical terminology, clinical practices, and documentation standards.
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We provide personalized support tailored to your specific needs and academic requirements. Whether you need help with a single SOAP note or an entire series, we ensure that each document is crafted with precision and care.
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Quality is our top priority. Each SOAP note is thoroughly reviewed and edited to ensure accuracy, clarity, and compliance with healthcare documentation standards. We guarantee high-quality, plagiarism-free work that meets your expectations.
The Future of Hair Loss Treatment: Harnessing Stem Cells with Dr. David GreeneDr. David Greene Arizona
Hair loss is no longer a condition that must be endured in silence. Thanks to the groundbreaking work of experts like Dr. David Greene, stem cell therapy is emerging as a powerful tool in the fight against hair loss. With continued research and development, this innovative approach holds the promise of transforming the lives of those affected by hair loss, offering a future where a full head of hair can be restored naturally and effectively.
Database Creation in Clinical Trials: The AI AdvantageClinosolIndia
The use of AI in creating and managing databases for clinical trials offers significant advantages, transforming how data is collected, managed, and analyzed. Here are the key benefits and approaches of leveraging AI in this context
World Health Organization Guidelines on Nutrition .pptxMopideviSravani
WHO is the directing and coordinating authority for health. It is responsible for providing
leadership on global health matters, shaping the health research agenda, setting norms and
standards, articulating evidence-based policy options, providing technical support to countries
and monitoring and assessing health trends.
WHO guidelines on Nutrition:
1. Guideline: iron and folic acid supplementation in menstruating women
2. Guideline: iron supplementation in preschool and school-age children
3. Guideline: Neonatal vitamin A supplementation
4. Guideline: Vitamin A supplementation during pregnancy for reducing the risk of mother-tochild transmission of HIV
5. Guideline: Vitamin A supplementation for infants 1-5 months of age
6. Guideline: Vitamin A supplementation in postpartum women
Left Atrial Appendage Closure Devices Market by Product Type, Distribution Ch...IMARC Group
The global left atrial appendage closure devices market size reached US$ 1.5 Billion in 2023. Looking forward, IMARC Group expects the market to reach US$ 6.3 Billion by 2032, exhibiting a growth rate (CAGR) of 16.85% during 2024-2032.
More Info:- https://www.imarcgroup.com/left-atrial-appendage-closure-devices-market
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BED MAKINGIt is the techniques of preparing different types of bed in making assuser3155141
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It is the techniques of preparing different types of bed in making a patients\clients comfortable or his\her position suitable for a particular condition.
This ppt with few visuals will explains meaning of compartment syndrome , main causes , types, nursing management, Intra abdominal pressure monitoring, procedure ,main role of nurses...intra abdominal hypertension & Intra abdominal pressure vitality in maintaining homeostasis.....
Positive Parenting: Raising Happy, Confident Children | UCSinfo513572
This presentation explores Positive Parenting: strategies, benefits, and how United Community Solution (UCS) classes empower parents with expert guidance, interactive learning, and support to raise happy, confident children. Read more: https://unitedcommunitysolution.com/service/parenting-classes/
Motivational Interviewing (MI) is a therapeutic approach that helps individuals find the motivation to make positive behavioral changes. By fostering a collaborative, empathetic, and non-judgmental dialogue, MI empowers clients to explore their ambivalence about change and strengthen their commitment to personal goals. This method is effective in various settings, including addiction treatment, health behavior change, and mental health.
2. 2
Table of Contents
1
Burnout. What’s behind the
Great Resignation
3
Warning signs.
Recognize burnout in others
5
Work on how you work.
Save the day by saving
your co-workers
2
The root of the problem.
What causes burnout
4
The possible outcomes.
How burnout could harm
your business
6
Fight burnout to the core
with our CBT-based digital
approach
page 3
page 7
page 12
page 5
page 9
page 17
3. 3
Burnout. What’s behind the Great Resignation
Burnout.
What’s behind
The Great
Resignation
As leaders, we’re responsible for
many things in our organizations. We
ensure results are met, performance is
maintained, and that company culture
stays on-brand. Unfortunately, this
doesn’t stop our co-workers and us
from getting burned out.
During The Great
Resignation of 2021,
89%
of people surveyed by Cengage Group
Research stated that “feeling burned
out and unsupported” was one of
the top reasons they quit their job or
planned to in the next six months.
Burnout isn’t just feeling tired
or stressed.The World Health
Organization (WHO) defines it as “a
syndrome conceptualized as resulting
from chronic workplace stress that has
not been successfully managed.” Its
enormous negative impact has led WHO
to include it in the 11th
Revision of the
International Classification of Diseases
(ICD-11).
4. 4
Burnout. What’s behind the Great Resignation
Think of burnout like a fever. A fever is
a symptom of an underlying condition,
such as the flu. But it’s not the problem
itself; it’s your body’s way of saying
“something is wrong.” Likewise, burnout
is a sign that something has gone awry.
The problem with burnout is that
it doesn’t just impact the affected
employee: it involves everyone around
them. It can spread throughout a team or
an entire company, influencing everything
from productivity to talent retention and
that delicate balance that keeps the team
working towards its goal.
Let’s take a closer look at what causes burnout at
work and how we can transform companies into
safer places to work.
To avoid this outcome,employers
need to take steps to help
prevent burnout in the first place
or help workers deal with it when
it occurs.Companies are starting
to recognize burnout as a real
concern and make intentional
efforts to prioritize employee
well-being,both in terms of how
they design work environments
and how they manage personnel.
5. 5
The root of the problem. What causes burnout
The root of the problem.
What causes burnout
Burnout is usually the result of an imbalance between work demands and the
resources available to deal with them. For instance, a person may be required to work
long hours for low pay and, in some cases, under the constant pressure of abusive
supervisors. The first step to helping your colleagues is understanding what it feels
like to experience burnout.
You have no
energy to do
anything
You get annoyed
by what you used
to love doing
Your brain is foggy,
and you forget
things
No one seems to
understand what
it’s like to be in
your shoes
No project seems
to make you
excited anymore
You dread
going to work
Every task seems
extremely difficult
You feel like your
work doesn’t matter
anyway, so why
should you bother?
6. 6
The root of the problem. What causes burnout
In case of burnout, there’s a good
chance that one of the following
factors is to blame.
Unrealistic expectations
Repetitive tasks
Micromanagement
Work overload
Imbalanced relationships
If the company or the worker themself
expects too much, it can eventually lead
to burnout. We all have our breaking
point, and when it’s pushed for too long,
it can lead to severe conditions like heart
diseases, depression, and anxiety.
If a job involves repetitive tasks, these
may eventually become tedious and
lack a sense of accomplishment. The
monotonous routine leaves employees
frustrated and disengaged from their
role, particularly if it’s been a long time
since they achieved something or got
praised.
Micromanagement can be pretty
frustrating for employees because it
carries an implicit suggestion that they
are not competent enough to get the job
done on their own or lack the judgment
to make the right decisions. The result?
Employees feel like they don’t have the
chance to grow in their current company,
which is one of the primary reasons
people quit their job.
Workaholics are more likely to
experience burnout due to being
overloaded with work or simply because
there are no boundaries between work
life and private life. This is exacerbated
by modern technology, allowing us to be
on call 24/7.
Workplace relationships are an essential
part of the job, but when they become
imbalanced or abusive, they often
lead to major conflicts and employees
quitting, seemingly out of nowhere. Unfair
treatment, favoritism, and lack of support
and recognition from managers can cause
friction, especially if co-workers want
to express their opinions or have totally
different ideas.
7. 7
Warning signs. Recognize burnout in others
Warning signs.
Recognize burnout in others
Burnout can be subtle and hard to
identify in others. You may miss signs
because it’s not as obvious as, say,
a raging temper or a total mental
shutdown. People who have burned out
tend to hide their feelings of exhaustion
The most common and obvious
symptoms include:
and frustration from their colleagues
for fear of being judged or penalized at
work, and more often than not, they act
out only with family and friends outside
the office.
Negativism and cynicism toward the job or other employees
Decreased productivity
Lower-quality work
Absenteeism
Lack of focus
Constant headaches
Irritability
Nausea
Insomnia
Exhaustion
8. 8 Recognize burnout in others
Warning signs.
Burned-out employees may seem
“checked out” at work. They might
spend less time around the office
or stay near their desks instead of
interacting with others.
They may also seem less engaged
during meetings or other workplace
interactions. They may not participate
as actively as usual and could appear
disinterested in what’s going on.
The way employees interact with each
other can sometimes signal burnout
as well. For example, they might start
isolating themselves from others or be
more short-tempered.
Has someone’s face
popped up in your head
while reading this?
9. 9
The possible outcomes. How burnout could harm your business
The possible outcomes.
How burnout could harm
your business
According to Gallup’s recent report,
Employee Burnout: Causes and Cures,
76%of employees experience
burnout on the job at least sometimes,
and 28% say they are burned out “very
often” or “always” at work.
Gallup also reports that burned-out
employees are 2.6 times more likely
to actively seek a different job
driving up turnover rates. Since
employee turnover can be expensive,
it’s essential to reduce employee
burnout and improve retention.
Let’s dig deeper into the outcomes of
burnout from the perspective of both
employees and employers.
10. 10
The possible outcomes. How burnout could harm your business
Possible outcomes for employees
Poor physical and
mental health
Destructive
behaviors
Impact on
personal life
In addition to depression, anxiety,
low self-esteem, and alcohol abuse,
burnout can lead to physical problems
such as musculoskeletal pain, gastric
alterations, cardiovascular disorders,
headaches, increased vulnerability
to infections, insomnia, and chronic
fatigue. It has also been found to
dangerously increase blood cortisol
levels and constitutes an independent
risk factor for type 2 diabetes.
Burnout can lead to deviant and
counterproductive behaviors,
aggressiveness among colleagues
and towards clients, alcohol and
psychotropic drug use, misuse of
corporate material, or even theft.
Burnout doesn’t happen overnight.
It starts small, with minor changes
to routines and behaviors over time,
and can affect family and social life
in the long run.
11. 11
The possible outcomes. How burnout could harm your business
Poor quality results
Decreased customer
satisfaction
Losing clients
Negative company culture
Higher turnover rate and economic loss
Affected employees aren’t able to
operate at full potential. They may not
be able to solve problems as efficiently
as they could before, ending up
damaging the company’s reputation.
Burned-out customer service
representatives are less responsive
and capable of helping customers with
problems or giving good advice about
products. In the worst cases, employees
could lash out at customers driven by
frustration and exhaustion.
The outcome of the previous points
is evident: decreased customer
satisfaction and low-quality projects
won’t make clients happy and could
eventually lead them to look for
another company.
Burned-out workers tend to
have a more negative view of the
organization as a whole and may
spread that negativity among their
co-workers, which can have a
domino effect.
When employees feel burned out, they’ll likely start looking for other jobs – and once they’ve
left, they won’t be coming back. The cost of replacing an employee can range from one-half
to two times their annual salary. So, a 100-person organization providing an average salary
of $50,000 could have turnover and replacement expenses of approximately $660,000 to
$2.6 million per year.
Possible outcomes for the company
12. 12
Work on how you work. Save the day by saving your co-workers
Work on how you work.
Save the day by saving
your co-workers
The best response to burnout “is to
focus on fixing the workplace rather
than focusing on fixing the worker,”
said Dr. Christine Sinsky, MD, vice
president at the AMA. “Burnout
is related to stressors within the
environment rather than to weakness
on the part of susceptible individuals.”
So, to wrap it up, burnout is not a
personal problem. It’s a consequence
of specific characteristics of the work
activity. It’s about how companies
structure their business, manage people,
and approach the concept of work.
Employees can fight burnout by making
small changes in their daily routine, but
there’s only so much they can do if the
company itself doesn’t contribute to it.
The good news is that there are lots of
methods employers and employees
can rely on to help manage burnout or
even prevent it from happening in the
first place.
13. 13
Work on how you work. Save the day by saving your co-workers
What can companies do
Humanize work schedules and implement work-life balance plans
Reward people with non-financial incentives
Develop managers’ leadership
Focus on maximizing the time employees spend working rather than on the number of hours
they spend in the office. Consider offering flexible work schedules, telecommuting options,
or health and wellness programs that let employees enjoy their path towards a healthier life.
Besides fair salaries and bonuses, organizations can offer intangible incentives such as
flexible work hours, additional vacation time, or professional development opportunities in
areas of interest to them.
Managers play an essential role in burnout prevention. They should model a healthy work-life
balance, encourage employees to take breaks and vacations, and have open conversations
about workloads and stress. Educate them to be responsive and empathic.
Monitor burnout and design custom plans
Observe your employees for signs of exhaustion or low morale and encourage one-on-one
discussions to find out what’s bothering them and how you can help. Conduct regular surveys
about employee engagement and satisfaction levels.
14. 14
Work on how you work. Save the day by saving your co-workers
What can companies do
Recommend counseling services
Offer training to develop hard skills and social skills
Include coaching and guidance in your company’s benefits
Employers can offer confidential counseling services and health care resources as part
of their employee benefits package, which can effectively help employees deal with work
stress before it leads to burnout.
Employees who feel confident in their ability to perform tasks are less likely to experience
burnout because they’re more likely to be successful at work. Likewise, strong social skills
can help employees build positive relationships with their colleagues and better manage
stress levels.
Coaching has been shown to improve employee engagement by helping workers feel
more empowered and motivated at work. And that’s just one of many ways companies
can protect their employees.
15. Work on how you work. 15 Save the day by saving your co-workers
Work on efficient time management
Rethink the way the team members approach tasks
Make sure employees are not required to stay back after office hours. Also, it’s crucial
for leaders to actively listen to their team members so they can gauge their stress
levels at regular intervals.
Adjust everyone’s role to their own skills, preferences, and needs, as long as they fulfill
the mission. Establish clear communication guidelines in order for everyone to know
who to go to with questions or issues.
What can teams and leaders do
Self-educate on what
burnout is to be aware of
the first possible signs
Lack of awareness makes us less
likely to identify the first signs and
more likely to minimize employees’
struggles and not take them
seriously.
16. 16
Work on how you work. Save the day by saving your co-workers
Cognitive-behavioral therapy
(CBT) leads people to reevaluate
their vision of stressful situations
to deal with them more effectively
since individuals perceive
situations differently and, therefore,
are biased. CBT helps workers
identify errors in their perception
of reality to influence their trigger
behavior in a positive way.
What can individuals do
Engage in workout
activities
Ask for psychotherapeutic
treatment
Get started on
mindfulness training
Rely on cognitive-
behavioral techniques
If you’re not already exercising regularly,
start. You don’t need a gym membership
or fancy equipment; take a walk or ride a
bike every day. That will give your body
an immediate boost and help clear your
head of stress at the same time.
Talking to a professional can help make
sense of what’s going on. You can do
your part with employees and colleagues
by spreading a mature, healthy, and non-
judgmental mindset about seeking a
therapist’s help.
The benefits of mindfulness include
improved concentration, reduced stress,
reduced negative emotions, and better
immune system functioning, among
other things.
Cognitive-behavioral techniques can
help by getting rid of unproductive
thinking patterns that contribute to
stress and anxiety.
17. 17
Fight burnout to the core with our CBT-based digital approach
Fight burnout to the core
with our CBT-based
digital approach
Psychologists use CBT to support
people in managing stress and other
mental health disorders. But companies
can use these same techniques to help
employees manage negative thoughts
and rewire their thinking to cope with
stressors more profitably.
While you’re putting together
your company burnout
prevention plan,it may be
worth considering new
digital approaches.
A healthy workplace – one that
encourages creative thinking and
productivity while preventing stress and
burnout – can be obtained by infusing
some healthy CBT practices into the
company culture.
18. 18
Fight burnout to the core with our CBT-based digital approach
Sensa is a CBT-based app made by
professionalswho know very well how
to to deal with every aspect of burnout!
It’s a personal stress-free assistant
that coaches employees on health and
wellness by tailoring small everyday tasks.
No one-size-fits-all templates: Sensa
helps users heal at their own pace by
exploring the right tools and techniques.
We’re here because we want you
and your team to feel better.Like,
actually feel better.
19. 19
Fight burnout to the core with our CBT-based digital approach
What can Sensa do
Help incorporate more de-
stressing exercises into the
daily routine
Teach breathing techniques
Develop new patterns and
habits
Give tips to create a new sleep
schedule
Help set new healthy diet
routines by understanding
healthy eating principles
Support in body image
appreciation and self-
compassion
Find activities that promote
pleasure and mastery
Manage workload and pressure
on the job
Recognize and eliminate work-
related stress
Develop problem-solving skills
Set goals that are easier to
achieve
Explore and practice
mindfulness
Deal with guilt and responsibility
Improve confidence and
self-esteem
And so much more.
Sensa is here to guide you and your co-workers through the entire journey to self-care,
unlocking scientifically backed information to help you understand yourself better on
your terms. Feel free to rest and recharge if you want to skip a day or two. You deserve
it! We’re all about quality over quantity, which also applies to Sensa’s exercises.
Are you ready to take your company
to the next level?
20. 20
Fight burnout to the core with our CBT-based digital approach
About Sensa
Sensa is a cognitive-behavioral
therapy-based mobile app that
helps companies help their
employees one step at a time.
The advice and guidance you
find in Sensa come from trained
experts in the field.
Sensa will guide you through your journey step by
step and tell you exactly what to do next. It’s got
all the tools you need in one place, and it’ll teach
you how to use them without any supervision or
assistance from a third party. And best of all, our
content is up-to-date and reviewed by behavioral
psychiatrists for safety and efficacy, ensuring that
we provide only the best for our learners.
21. Embark on a journey to
a calmer mind
Book a call to discuss how
Sensa can help your employees