Feeling Burned Out At Work? Let’s Talk About It (Part 2)

One of the definitions of burnout that I most gravitate towards is by Gentry and Baranowsky. They describe burnout as “the chronic condition of perceived demands outweighing perceived resources”.

As you can see by both this definition and the definition in Part 1 of this blog series, there is no blame on the employee for burnout (though the employee plays an important role within the burnout prevention and recovery process). The demands in the workplace and resources in the workplace need to generally be in alignment in order for health and wellness to be maintained in the workplace and for employees.

Again, this highlights the importance of workplace conditions and the structure within the workplace when it comes to burnout. When employers are aligning demands and resources, and systemic issues within the workplace are addressed, rates of burnout decrease!

 So…burnout is not a failing on your part! There is no shame when we hit moments of burnout, but is important that we become actively engaged in trying to create changes that will allow for us to engage in healthy ways with the workplace once again. That could mean any variety of things depending on the situation that is occurring: going to counseling to help us learn to cope

with workplace stressors in different ways, meeting with your boss and/or HR to try to create changes within your job description, changes in the workplace culture or structure, shifting job responsibilities a bit, or perhaps even leaving a toxic or harassing workplace or culture. Let’s go back to the idea of demands vs. resources for a minute just to get you thinking about what you might want to do in taking the first step forward in addressing burnout.

Begin by writing out a list of resources (internal and external) that you have within the workplace. A few examples of resources might be the number of employees under you/number of employees in your department who are sharing the workload, the support that management gives in finishing projects or staying healthy within the workplace, financial resources, our ability to regulate our own nervous system, emotional regulation and coping skills.

Then, write out a list of demands (internal and external) that you have within the workplace. A few examples of demands can be job responsibilities, attending meetings, systemic issues, how we speak about ourselves as employees, and how outcome driven you are (how your “purpose” as an employee is defined- E. Gentry).

Once you have these lists, note how in balance or out of balance these demands and resources are. If you notice the demands are regularly outweighing the resources that you have, begin to determine what would need to change within the demands and resources for you to be healthy. As you begin to look through these lists, be creative in trying to determine a way forward to create a healthier balance between these two lists.

If you are noticing symptoms of burnout in the workplace, you don’t need to suffer in silence or “just deal with it”. Reach out to a professional who can help you navigate the workplace and your experiences.

To learn more about Burnout in the Workplace, head to my YouTube Channel!

This blog post provides general information and is not meant to be specific advice to any individual situation. This should not be taken as specific medical, psychological, or mental health advice, nor should this be construed as the initiation of a therapeutic client relationship. This blog post is not a substitute for mental health counseling. Please talk to your doctor before beginning any new exercise or movement-based routines and talk to your counselor regarding best treatments and techniques for your particular situation.