11/09/2021 | PCI HR Consulting Practice
The World Health Organization (WHO) now considers burnout to be a syndrome. In previous editions of the WHO’s International Classification of Diseases (ICD-11), burnout wasn’t considered a serious condition, and its only listed symptom was exhaustion.
The WHO’s decision to upgrade burnout to a syndrome and provide a detailed set of symptoms communicates its serious stance on the dangers of burnout. Additionally, the WHO clarified in a public statement that burnout is an “occupational phenomenon” resulting “from chronic workplace stress that has not been successfully managed.”
What is burnout?
According to the WHO’s ICD-11, doctors can diagnose an employee with burnout if they exhibit the following symptoms:
For some employees, the negative effects of burnout extend beyond their work-life and into their home and social life. Moreover, burnout can increase an employee’s risk of getting sick or developing a chronic condition.
How to Prevent Burnout at Your Organization
Since burnout is the result of prolonged and chronic workplace stress, it’s important to know how to recognize the signs of workplace stress.
While it may not be possible to eliminate job stress altogether for your employees, you can help them learn how to manage it effectively. Common job stressors include a heavy workload, intense pressure to perform at high levels, job insecurity, long work hours, excessive travel, office politics and conflicts with co-workers.
You can implement various activities to help reduce employee stress, which can improve health and morale—and productivity.
Burnout is a serious syndrome that may be affecting your employees. As such, it’s important that you recognize the signs of burnout and take steps to prevent it at your workplace.