Burnout is on the rise: How to recognise the signs and recover

By Koketso Mamabolo

One of the key findings from the State of Workplace Burnout Report 2022 is an alarming one: Burnout is increasing, while wellbeing is declining. How does one recognise the signs of burnout? And how can you deal with it?

What is burnout?

In the World Health Organisation’s 2019 International Classification of Diseases (ICD-11), burnout was defined as, “a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed.”

They identify three dimensions:

1. Exhaustion or lack of energy
2. Feeling mentally disconnected from your role
3. A decrease in efficiency/productivity

The State of Workplace Burnout Report found that the only age group which saw a decrease in burnout was the 45 - 54 age group. Interestingly, people with entry-level experience and those at the executive/senior management level both saw an increase in burnout. The report highlights how there has been a drop in organisation support from 2021 to 2022.

There seems to be a strong correlation between burnout and a lack of support from the organisation one finds themselves in. It further highlights that organisations with people-first policies have an edge in the jobs market. The latest Work Trend Index Annual Report reinforces this point, noting that 43% of employees will consider switching jobs this year, with a greater emphasis on organisational support, meaningful work which is in line with personal values and flexible working arrangements.

The report boldly states that, “Preventing burnout will be the most significant factor that determines if an organisation survives or thrives in the coming decade.”

• 50% - people who feel less productive when burnout

• 38% - experiencing all three dimensions of burnout

• 49% - feel more engaged when not burnout

  
  

  What causes burnout?

The State of Burnout Report mentions five indicators: An overwhelming workload, little to no organisational support, values not aligning, being treated unfairly and ‘toxic’ behaviour from leaders. 

The first, an unmanageable workload, is perhaps the aspect people think of most. This can happen for many reasons including understaffing, inconsiderate leaders and deadline pressure. “When work feels burdensome and endless, even high-performing people  can shift from engaged to hopeless,” reads the report. “This can happen imperceptibly over a  period of time or all of a sudden.”