Emotional burnout (EB) is often not diagnosed as a separate illness, yet it reduces productivity and leads to serious comorbidities. In a society where overtime is rewarded, it is difficult to admit fatigue – so people with burnout rarely seek help.
In his book “Fervour without Burnout”, the renowned psychotherapist explains what conditions can trigger burnout, how different countries deal with this problem, and why you shouldn’t underestimate your need for help.
We wrote down the most important things from the book.
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What is emotional burnout and how to recognise it
Since the beginning of 2022, the International Classification of Diseases has defined burnout as “a syndrome resulting from chronic stress at work that has not been successfully managed.”
Burnout can be identified by the following signs:
- a feeling of exhaustion or loss of energy
- negativism/ cynicism towards work
- a sense of inefficiency and lack of achievement
Burnout is often accompanied by severe fatigue (sometimes to the point where you don’t have the energy to take a shower or cook a meal), memory, concentration, and critical thinking deteriorate. Interest in work disappears, replaced by increased irritability, sleep disturbances and constant drowsiness during the day, and appetite may decrease.
EB is usually mentioned in a professional context, but in practice, burnout can also develop at home – due to difficult relationships with loved ones or in the process of raising children.
How different countries deal with the problem of EB
In 9 countries (Denmark, Estonia, France, Hungary, Latvia, the Netherlands, Portugal, Slovakia, Sweden, and the United Kingdom), burnout syndrome has been recognised as an occupational disease. Compensation for SEB (payments through social insurance) has been introduced in Denmark, France, Latvia, Portugal, and Sweden.
Unfortunately, social and financial security is still underdeveloped, so a person with burnout can rarely count on payments or, for example, a long paid leave.
At the same time, our country has the sixth highest rate of disability due to depressive disorder in the world (sometimes doctors make a combined diagnosis, such as panic syndrome with burnout, or depression instead of burnout). So far, there is little research on burnout in the world and no clear strategy to combat this problem.
Another difficulty is the devaluation of this diagnosis in a society that values achievements and considers working on weekends to be the norm. Today, it is not customary to demonstrate unproductivity. A common reaction to complaints of fatigue and stress is scepticism, condescending comments of judgement and disdain. Therefore, many people experiencing burnout do not seek help until their performance is at a minimum. Surveys of burned-out people show that they do not tell anyone about their experiences.
Due to the devaluation of EV, there are two common myths about burnout:
- An extra day off will help. Managers who offer this option are mistakenly convinced that an extra day of rest will help with burnout. The author of the book also mentions research that proves that even a holiday often does not eliminate the problem, but can only reduce the signs of burnout.
- Burnout is not dangerous, because it is just exhaustion or fatigue. Overworking and, as a result, burnout can cause serious illnesses such as depression, anxiety disorders, etc.
What conditions at work contribute to burnout
- For example, a large volume of tasks due to a lack of people, time, and tools.
- The more autonomy a team has, the lower the likelihood of burnout. And vice versa – limiting the right to vote, choice, and room for manoeuvre increases the level of stress.
- Remuneration is not just about timely salary, benefits, and bonuses. It is important for employees to know that their work is noticed and appreciated.
- The team should have support, mutual understanding and the ability to rely on colleagues. The opposite option – a toxic environment – can make even your favourite job unpleasant.
- This means fair and transparent procedures within the organisation, such as a clear mechanism for possible promotion, etc.
How to balance work and personal life
Set time limits for work
Also, keep an eye on the number of working hours per week – they should be no more than 55 (otherwise, the risks of stroke and coronary heart disease increase). Since the pandemic, it has become more difficult to set a working limit, as remote work blurs the boundaries of the usual schedule. However, it’s worth monitoring the number of hours you work: even if you don’t feel tired now, it doesn’t mean that it won’t accumulate.
Learn to relax on weekends
This can be especially difficult for workaholics. The Austrian psychiatrist Viktor Frankl even introduced the concept of “weekend neurosis” – a special depression that many people experience on weekends due to a lack of work. The ability to have a good rest is the answer to the question of whether you can be happy in a different role – not as a manager or a subordinate, but as a person who simply spends time with family and friends.
Simple and affordable tips to reduce stress
- Eat regularly.
- Maintain the right daily routine as much as possible, and don’t change good habits – such as morning exercises or a walk in the park – even if they require effort now.
- Do what you enjoy more often.
- Dream and fantasise about what you will do after the war – but separate fantasy from fact, and keep in touch with reality.
- Find things in life that you can control – this helps you overcome uncertainty and fear.
- Communicate, don’t shut yourself off from people. Feelings of guilt (“someone else has it worse than me”) should not prevent you from asking for help if you need it.
- Hug your loved ones.
- Try to fight catastrophic thoughts such as “everything is lost” or “I will fail”.
- Ask yourself: “What can I do now?” instead of blaming yourself for missed opportunities in the past.
Don’t be afraid of so-called positive stress, or eustress – it arises from something new and challenging in life, but it can be motivating. The catalysts for eustress include sports, adventures, new and interesting tasks at work, and even exciting films.
Eustress differs from distress in that people feel inspired and interested in work without pressure. It can also be a challenge – a difficult work task – but one that motivates and is perceived as an opportunity.
