The 6 work factors that cause burnout, and how you can successfully stop them now- part 2

Welcome to part 2 of the 6 work factors that cause burnout. If you work a stressful job, or if you are feeling burnt out then knowing the root cause of your stress is essential. Only then can you start to truly tackle burnout. There are 6 work factors that cause burnout. Burnout is caused by a problem with just one or more of these factors. That’s right, just one.

As there is too much to cover in a single post, the 6 work factors that cause burnout are split into 2 parts. Part one covers control, reward and values. You can read part one by clicking here. You might also enjoy reading the Harvard Business Review’s take on the 6 work factors too- click here for more.

Let’s crack on with part 2, which covers the remaining 3 work factors that cause burnout. This will help you to understand how and why they cause burnout. Following on from this, you will also learn how you can effectively tackle them! 

Burnout workplace factor 4: Community

It will probably come as no surprise to learn the being part of a healthy and supportive team at work greatly helps in protecting against burnout.  Achieving this can be as simple as evaluating how your teams function and making small, evidence-based changes. Whilst these suggestions might seem obvious and small (some of them really are low hanging fruit), but their impact is significant.

Equally, if there is a toxic work culture where people are not supportive of each other, then burnout will be common.

How to build better teams to prevent burnout:

Take a look at these effective, simple, and scientifically proven strategies for preventing burnout by building a better team. Incredibly, these strategies are easy to implement, but have huge benefits in creating good communities at work.

Socialising with colleagues outside of work

Providing positive social support, such as sharing and celebrating successes within the team

Expressing gratitude within teams

Simple changes like the ones mentioned above can significantly strengthen your community and protect against burnout.

Step One:

Take a moment to reflect. What small changes could you make in your work team make to improve socialising, provide positive support, and express gratitude?  

Step Two:

Next- consider how this could be achieved. Read on to get some inspiration!

How you can feel less isolated at work:

Here are 3 things you can do today to make a difference!

Organise a Team Lunch or Coffee Break:

Invite your colleagues to join you for lunch or a coffee break. This provides an opportunity to socialise and build stronger relationships outside of the usual work environment. Even a virtual coffee break can foster connection if working remotely.

Start a “Kudos” Board:

Create a physical or digital “kudos” board where team members can post notes of appreciation for each other’s contributions and successes. This simple act of recognising and celebrating achievements can boost morale and provide positive social support.

Express Gratitude in Meetings:

Begin team meetings by taking a few minutes to express gratitude. Each team member can share something they are grateful for or acknowledge a colleague’s help. This practice can create a positive atmosphere and strengthen team bonds.

Implementing these small, practical actions can help build a supportive community and reduce the risk of burnout.

Burnout workplace factor 5: Fairness

When employees are treated fairly, everyone wins, and it’s a very effective tool in protecting individuals from burnout. Yet, in some companies it feels like treating employees fairly is very difficult to achieve. 

A fundamental part of creating a safe and fair working culture is being able to create an environment where employees can raise concerns in a way that doesn’t jeopardise their safety at work. There are lots of ways that this can be achieved, such as tackling incivility on an organisational level and building a culture of psychological safety. If you’re not familiar with this term, psychological safety simply means being able to raise concerns and the ability to feed back without fear of negative consequences.  

This is a difficult work factor to manage successfully as an individual. If you feel that you are not being treated fairly at work, ask yourself if you feel that you are safe to ask for change- and if not, perhaps now’s the time to think about moving on. 

What to do if you’re not being treated fairly at work:

Here are 4 practical pieces of advice which are perfect if you are stressed, burnt out, and feel that you are not being treated fairly at work:

1. Document everything

Keep a detailed record of instances where you feel you are not being treated fairly.  Note dates, times, people involved, and specific details of each incident, but keep it factual rather than opinion (even if you are justifiably upset).  This documentation can be invaluable if you decide to raise your concerns formally or seek external support.

2. Find allies

Connect with trusted colleagues, a mentor, or a supportive supervisor to share your experiences and seek advice. Having allies within the organisation can provide emotional support and might help amplify your concerns to management. Additionally, consider reaching out to your company’s human resources department or employee assistance programs (if available).

3. Get help from outside your organisation

If you find that internal avenues for addressing fairness issues are ineffective or unsafe, consider seeking external advice. This could include consulting with a union, a legal advisor, or a professional organisation related to your field.  ACAS is a useful place to start if you are UK based. 

4. Evaluate your career options

Even if it feels against your ethical or moral compass, sometimes the fight just isn’t worth it. Consider whether it might be time to look for a new job where the work culture aligns better with your values and where you feel fairly treated.

Burnout workplace factor 6: Workload

To prevent burnout, it’s essential that your workload matches your skill level, knowledge base, seniority, job description, career plan, and life stage. Your capacity for workload is often influenced by factors outside of work.  For instance, bereavement or illness can temporarily reduce your capacity for your workload. It’s crucially important that your employer is responsive and sympathetic to this.

It is essential that you feel pleasantly stretched and challenged by your workload, rather than persistently overwhelmed and unable to manage. In burnout, workload becomes problematic when it is either too much, or too complex for your skills and knowledge.

It’s okay to face an increased workload temporarily. For example, in retail, the holiday season can be extremely busy, but once the season ends, the workload lightens, allowing for recovery.  Burnout occurs when the pressure is sustained over a long period.

Productivity hacks and time-management skills can only go so far if your workload is persistently overwhelming. Employers must take responsibility for adjusting expectations and making reasonable accommodations. When workload issues contribute to burnout, generally speaking individual coping strategies alone are not enough.

Common Workload Problems and Solutions

Here are some common workload problems and possible solutions:

Problem 1: You are frequently interrupted during your work, leading to difficulty completing tasks and increased stress.

Solution: Discuss with your manager the possibility of setting designated quiet times or implementing a “do not disturb” policy during critical work periods.  Put this time in your diary.  Perhaps consider working in a quiet area in the office, if this is possib;e, or changing your online status to be unavailable and turning off your Slack notifications temporarily.  This can help you focus and manage your workload more effectively.

Problem 2: You are regularly assigned urgent tasks with unrealistic deadlines, causing constant stress and overtime.

Solution: Keep a detailed record of these urgent tasks and their deadlines. Present this information to your manager and discuss setting more realistic deadlines or delegating some tasks to other team members to balance the workload.

Problem 3: You are handling administrative tasks that take up a significant portion of your time, detracting from your primary responsibilities.

Solution: Request administrative support or suggest the implementation of more efficient processes or tools. This can help free up your time to focus on your core responsibilities and reduce stress.

How to raise workload problems in a way that brings about changes:

Whatever your workload problem is, it can be very difficult to raise this issue with your boss.  Here are some top tips for doing this well:

1. Prepare and document your case

1. Keep a detailed record of your tasks, the time each takes, and any overtime or missed deadlines. This helps illustrate the extent of your workload.
2. Clearly outline the main problems you’re facing, such as excessive hours, unrealistic deadlines, or tasks outside your job description.
3. Think of potential solutions beforehand, such as redistributing tasks, extending deadlines, or hiring additional help. Presenting solutions shows that you’re proactive and committed to finding a resolution, and this is more likely to be received well than being presented with a list of problems alone. 

2. Schedule a dedicated meeting

1. Ask for a dedicated time to discuss your workload, rather than bringing it up in passing. This ensures your boss is prepared to give you their full attention.
2. Try to schedule the meeting during a calm period rather than a busy or stressful time for your boss. This increases the chances of a thoughtful and productive discussion.
3. Let your boss know the purpose of the meeting in advance, so they understand the importance and can come prepared.  This also means that you will worry less about telling them the issue for the first time face to face.

3. Communicate effectively 

1. Clearly explain how the workload is affecting your performance and well-being. Use specific examples from your documentation to illustrate your points.
2. Approach the conversation calmly and professionally. Focus on finding constructive solutions rather than just expressing frustration.
3. Express your commitment to your role and your desire to find a workable solution. Emphasise that you’re seeking a balanced workload to maintain high performance and job satisfaction.  

These steps can help ensure your concerns are taken seriously and lead to effective changes that will reduce any burnout you are experiencing. 

As always, if you have any questions feel free to ask in the comments. If you’re a working mom then you’ll love my email newsletter, the Phoenix. Sign up below.