“My MD wants me to make a video to explain our new strategy. Is that possible?” It’s 2016, and I’m standing in a shabby company cafeteria on the outskirts of Cambridge that has been temporarily set up as a presentation theater. . Orange plastic chairs are lined up, tables are pushed to the side, and there’s an unmistakable smell of school lunch in the air. The doctor in question has just finished his presentation. What’s the outlook? dark.
The company is cutting 4,000 jobs globally, primarily due to losses incurred in the United States. The people of Cambridge (understandably) want to know why this is a problem for them. I can relate. “Can you do that?” the colleague asks again. As the communications director for this company, I should say yes. And two years ago, I would have done the same. But gone are the people-pleasing ways in which I once jumped at the chance to show public support for this great man. This time I roll my eyes. I’m so fed up that the simple task of working makes me want to cry. And I do it every day.
If burnout kills with a thousand slashes, this one cuts deep. That Christmas, I was depressed after receiving a predictably negative year-end review. I couldn’t hold down a job, fell into severe depression and had to quit my job completely.I moved back with my parents and spent a month watching Brothers and sisters. You could say Sally Field saved my life. The selfie she took at the worst moment when she thought about ending her life still gives me chills.
If you are in crisis and need someone to talk to right away, you can always call Samaritans for free on 116 123. If you don’t want to talk to someone but still need mental health support, text SHOUT to 85258. Sensitive text support.
slow burn
Burnout, defined by the World Health Organization as an “occupational phenomenon” resulting from inadequately managed chronic stress in the workplace, is a state of extreme physical and mental exhaustion. It begins after long periods of stress and usually manifests as dissociation, cynicism, exhaustion, relentless negative self-talk, and is ironically coupled with a sharp decline in productivity. Perhaps in an economy where the price of a pint of milk is rising faster than you can drink it, it’s no surprise that the price of milk is also trending upward.
A 2023 study by Future Forum found that an astonishing 42% of desk-based workers worldwide experience burnout, up from 38% in 2021, with women particularly affected. It became clear that According to McKinsey’s Women In The Workplace report, more than a third of women rate their mental health as poor, and 37% are unable to get out of work. This was also highlighted in Mental Health UK’s YouGov poll, which found that nearly one in four working women feel unable to manage stress and pressure at work. Ta.
Back in 2016, I knew nothing about this. At the time, I listened to the voices in my head that told me I was worthless. Recovery required extensive therapy, research, and conversations with other burnout survivors. I also changed my life. Almost a decade later, I have rejected the characteristics of traditional ways of living and pursued only what makes me feel fulfilled. I traveled and embraced every woo-woo trend I could shake an incense stick at. I moved from London, started a newsletter on Substack, and adopted a rescue dog. Importantly, I avoided the corporate chain that almost destroyed me at all costs and made a living doing contract work. until now.
Solution focused
With my monthly utility bill at £350 and the job market becoming increasingly volatile, I am tentatively starting to return to the corporate world. And like those who return to the battlefield wounded, I am terrified. But things have changed since I last spent eight hours a day under strip lights. While support was once the equivalent of employee assistants, corporate mental health is now being treated by technology.
A number of companies have emerged, from the jazzy name Perkbox to the sci-fi sounding Welbot. Corporate wellness solutions are predicted to reach $94.6 billion by 2026, and it’s not hard to see why. Some are healthcare and human resources companies, while others are technology startups. All of these promise to improve employee well-being through everything from mood and activity tracking to online education to connecting employees with humans and other mental health professionals. Stress-Response AI Coach”).
But what worries me about this story isn’t just the continued momentum of well-being bots. Issues that lead to stress in the workplace are not something individuals can solve; they are ingrained in company culture. My burnout had more to do with the additional work I took on after four co-workers were laid off than it did with my failed meditation practice. So could this kind of support have prevented me from reaching my lowest ebb? Or is workplace wellbeing just the latest area to receive a wellness cleansing treatment? Is that so? With my 2016 self in mind, I started my research.
blame game
I’m not the only one feeling cynical. A recent study from the University of Oxford found that most health interventions, including apps and stress management education, have little impact on worker wellbeing or job satisfaction. As for why it’s not enough, it’s surprisingly simple. “Most online social platforms provide personalized interventions based on what a person says is ‘I have a problem,'” explains Sharon Aneja, founder of burnout prevention consulting firm Humanity Works. Masu. “They don’t look at what the causes are, the systemic issues that may actually be causing people to feel burnt out. Employee well-being is result Although we aim to develop a healthy workplace culture, many organizations try to treat it as an input. ”
She added that this not only fails to address the root cause, but is also a form of victim blaming. “When the World Health Organization says burnout is chronic, unmanaged stress at work, you’re saying to someone: They are is the problem. Let me be clear: you are not. “It’s not an individual problem, it’s a workplace problem. No one burns out alone. The system you work in allows it to happen.” The relief I felt hearing these words. I was surprised. For nearly a decade, I carried the shame of not being strong enough to meet my employer’s demands. When I hear someone say to me, “We were responsible,” I feel a deep sense of understanding.
For organizational psychologist, HALO founder and Birkbeck University lecturer Dr Hayley Lewis, the growing popularity of online wellness platforms speaks to a well-intentioned desire for quick solutions. “But when you look at stress and burnout in the workplace; teeth There’s no quick fix,” she told me. She likens dictating benefits solutions to employees without addressing the root causes to putting a Band-Aid on her gangrenous arm. She said: “No amount of resilience training will help you cope with a poorly designed and terrible work environment.”
restructuring
While both agree that online wellness platforms have a role to play, such as collecting data on problem areas and supporting mental health during a smooth workday, third-party platforms can help reduce stress and burnout. I don’t think it’s a solution to the culture of the syndrome. It can only be found in the hard and messy work of fostering a truly collaborative work culture. Recognize that people are not robots, let go of managers who use bullying to get results, and value the health of your employees as much as your balance sheet. And this can only happen with smart leaders who understand that a healthy workforce positively impacts the bottom line.
With the right approach and training, this type of large-scale change is achievable. “Burnout doesn’t thrive in a culture where people actually support each other and there’s psychological safety,” Aneha explains, adding that managers need to be trained.
Emotional intelligence is a key prerequisite for creating this psychological safety. If you think this means everyone has to hold hands and sing Kumbaya, that’s not the case. Simple steps like thanking your colleagues and encouraging clear communication of boundaries can work wonders. She calls the latter the laundry instruction exercise. As with various fabrics that require special care, people will tell you how they perform best.
Relying solely on technology to solve cultural problems will not work, but individuals are not powerless. If you’re dealing with chronic stress or think you’re reaching burnout (signs often include feeling tired and drained, feeling isolated or alone, helpless, and trapped) , a feeling of defeat, etc.), it is important to take action. “Burnout doesn’t go away on its own, so there’s no point in trying to bury your head in the sand,” Aneja warns against believing that mindful practices will solve the problem. She said: “You can’t do yoga to get out of burnout. You can’t meditate your way out of burnout.
The first step is to talk to someone you trust, such as a colleague, friend, partner, or therapist, to help you determine what you need. Dr. Lewis recommends looking into his 12 stages of burnout. Burnout follows a clear path, progressing from extreme stress to chronic stress (often characterized by physical symptoms such as insomnia), and then to full-blown burnout. The latter is a state of apathy, cynicism, lethargy and numbness, which is markedly different from the frenzied feeling of high stress. Understanding where you are on this path can help you get the support you need and provide a platform for positive discussions with your workplace. If you are introduced to a technology platform, ask for more. Technology cannot address workplace culture alone. It’s not something that should be outsourced.
As for me, as I stand on the precipice of re-entering the corporate world, I worry that the cultural challenges that sucked my soul out in 2016 are still thriving. While it’s true that many organizations are taking well-intentioned steps, masking cultural cracks with technology is not the answer. The good news is that the data supports this and forward-thinking companies have no choice but to explore more effective solutions. The fact that both Aneja and Lewis are in demand is encouraging to me. I return to the role of communicating change. And I’m optimistic that I can use what I’ve learned to make a difference. Now we have the insight to condemn bad culture when we see it. The question is, am I brave enough?
How to overcome burnout at every stage
When you…start your career
Risk factors: Research shows that people under 30 are especially susceptible to burnout due to job insecurity and global economic conditions. You agree to undertake many things to prove yourself.
Solution: Work closely with your manager to agree on priorities. This will give you a better idea of what’s happening within your team and help you develop these skills yourself.
When you… climb the corporate ladder
Risk factors: You’re progressing in your career, perhaps managing employees, and still have your own job to do.
Solution: Require management training. Most people are automatically promoted to management positions as they gain more work experience, rather than by their aptitude for supporting people. Ask if your company has any training options available. Having great managers is the best way to build a company culture.
when you return from maternity leave
Risk factors: You will be overworked to prove yourself after the holidays and will be operating on minimal sleep.
Solution: Have an honest conversation with your workplace about your situation and what they can do to help you. Set boundaries and communicate them, such as when to log off for the day. Keep an open dialogue with your manager and don’t be afraid to ask for help.
Annie Scott writes Midlife Mess on Substack