Some 84 percent of HR directors agree that burnout – which was only officially recognised four years ago – needs to be addressed in their organisation (Clear Review
, 2022). We suggest ways organisations can help prevent this stressful workplace syndrome.
It’s now considered legacy thinking to put all the responsibility for wellbeing on the individual: forward-thinking organisations make wellbeing a shared responsibility, with work a core component.
The World Health Organization (WHO) officially recognised burnout in 2019. It calls burnout an ‘occupational phenomenon’ rather than a medical condition.
“Burnout is a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed. It is characterised by three dimensions:
- feelings of energy depletion or exhaustion
- increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job
- reduced professional efficacy.
Burnout refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.”