burn-out & HOW TO SUPPORT YOUR TEAM
DID YOU KNOW ?
Employees who report experiencing high levels of toxic behaviour at work are almost eight times more likely than those who don’t to experience burnout symptoms, according to the 2022 McKinsey survey.Burnout can cause companies costly organisational issues such as attrition, absenteeism, lower engagement, and decreased productivity.In a report published by Mental Health UK in January 2024, 91 per cent of adults said they’d experienced high or extreme levels of stress in the past year.Right now 1 in 6 workers is dealing with a mental health problem such as anxiety, depression or stress. This can stop people performing at their best.
BURN-OUT
Burn-out is a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed. It is characterised by three dimensions:
1. feelings of energy depletion or exhaustion
2. increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job
3. reduced professional efficacy
- World Health Organisation
Supporting employees mental health in the work place (and working from home of course) needs to be front and centre to companies Health & Safety policy.
If anxiety is present in any company or personally, learning the skills to manage it is hugely important, says the consultant clinical psychologist
- Dr Beth Mosley, who has an MBE for her work in mental health education.
Organisations need to send a clear signal to staff that their mental health matters and being open about it will lead to support, not discrimination. - Mind.org
THE SIGNS
It can be hard to spot signs of anxiety, as many will try and mask their behaviour, things to look out for;
changes in people’s behaviour or mood or how they interact with colleagues
changes in their work output, motivation levels and focus
struggling to make decisions, get organised and find solutions to problems
appearing tired, anxious or withdrawn and losing interest in activities and tasks they previously enjoyed
changes in eating habits, appetite and increased smoking and drinking.
CONVERSATION
Managers need to know how to have a conversation with an individual about their mental health. Consider these guidelines;
Choose an appropriate place – somewhere private and quiet where the person feels comfortable and equal.
Encourage people to talk – people can find it difficult to talk about their mental health but it helps to have an open culture where conversations about mental health are routine and normalised
Don’t make assumptions – don’t try to guess what symptoms an employee might have and how these might affect their ability to do their job
Ensure confidentiality – people need to be reassured of confidentiality. Discuss with the individual what information they would like shared and with whom. For further information on data protection see the Information Commissioner’s Office.
Listen to people and respond flexibly – everyone’s experience of a mental health problem is different so treat people as individuals and focus on the person, not the problem.
Be honest and clear – if there are specific grounds for concern, like high absence levels or impaired performance, it’s important to address these at an early stage.
Develop an action plan – work with your employee to develop an individual action plan which identifies the signs of their mental health problem,
Encourage people to seek advice and support
Seek advice and support yourself – the Mind Infoline and local Minds can provide information to employers too. Small businesses can access the free Health for Work Adviceline service provided by NHS occupational health services.
Reassure people – people may not always be ready to talk straight away so it’s important you outline what support is available, tell them your door is always open and let them know you’ll make sure they get the support they need.
PHYSICAL EFFECTS OF ANXIETY
Palpitations
Insomnia
Digestive issues such as stomach ache and nausea
Headaches
Dizziness
Tension and muscle aches
Managers in your work place need to know how to spot signs of stress, encourage people to talk about their mental health and support people to return to work. They need to have an increased awareness of and open dialogue about mental health in the workplace.
As with any health issue, preventing problems before they start is always preferable. Simply put, employers can’t “yoga” their way out of these challenges. - mckinsey.com
The Mental Health at Work Commitment - The 6 standards (Mind.org)
This framework sets out 6 clear standards based on what best practice has shown is needed to make a difference. Using these, you can create an environment where employees can thrive. Each standard has a set of actions that help you achieve the commitment.
Standard 1: Prioritise mental health in the workplace by developing and delivering a systematic programme of activity.
Standard 2: Proactively ensure work design and organisational culture drive positive mental health outcomes.
Standard 3: Promote an open culture around mental health.
Standard 4: Increase organisational confidence and capability.
Standard 5: Provide mental health tools and support.
Standard 6: Increase transparency and accountability through internal and external reporting.
READING & REFERENCES
Mosley is the author of the recent book Happy Families: How to Protect and Support Your Child’s Mental Health
Body by James Davies (HarperCollins £10.99)