WHAT YOU CAN DO TO PREVENT BURNOUT SYNDROME

Sun 18 February 2024:

Burnout syndrome is a quietly rising threat in the business world in recent years. Manifesting itself with symptoms such as physical and emotional exhaustion, loss of motivation, and job dissatisfaction, this syndrome not only affects employees but also directly impacts companies. As productivity, performance, and reputation suffer, a difficult road lies ahead.

The concept of burnout was first defined by H.J. Freudenberger in 1974. Freudenberger describes this condition as a state of exhaustion where resources are depleted after intense attention and energy expenditure. Burnout is not just a one-dimensional concept; it is actually a complex phenomenon with different sub-dimensions.

Christina Maslach further examined burnout in detail and developed a model consisting of three basic dimensions. According to this model, burnout is a condition that emerges as a result of chronic work-related stress and affects both the individual and their perception of others. Maslach defines burnout in three main dimensions: emotional exhaustion, personal alienation, and reduced personal accomplishment, noting that this condition is more commonly seen in professions requiring intense interaction with others.

Emotional Exhaustion: The situation where an individual feels emotionally overloaded and their emotional resources are depleted. Excessive workload and personal conflicts in the workplace are among the main causes of this condition.
Personal Alienation: The tendency of an individual to behave negatively, coldly, or emotionally distant towards others as a reaction to increasing emotional exhaustion. This condition can lead to the individual emotionally distancing themselves from others and even avoiding people altogether.
Reduced Personal Accomplishment: The decrease in an individual’s perception of job skills and productivity. It can lead to a decrease in individual competence and a feeling of inadequacy in coping with work-related challenges. This situation can worsen due to lack of social support and opportunities for professional development.

Maslach’s model provides an important framework for developing individual and corporate strategies to combat burnout. In summary, we can summarize the symptoms and causes of burnout syndrome as follows:

Symptoms:

Emotional Exhaustion: Constant fatigue, exhaustion, and lack of energy.

Depersonalization: Indifference and cynicism towards work and colleagues.

Low Personal Achievement: Viewing your achievements at work as worthless, low self-esteem.

Physical Symptoms: Health problems such as sleep disorders, headaches, digestive issues.

Mental Health Issues: Depression, anxiety, stress.

Causes:

Excessive Workload:Unreasonable workloads and constantly increasing work demands.

Lack of Control: Feeling of insufficient control over work processes and decisions.

Lack of Reward: Lack of rewards such as salary, recognition, or job satisfaction.

Interpersonal Issues: Workplace conflicts, inadequate social support.

Unfair Work Environment: Sense of injustice, unequal distribution of work, favoritism.

Value Conflict: Discrepancy between your personal values and the values of your workplace. Research shows that burnout can affect people from all professions, but it is more common in certain sectors, especially high-stress jobs such as healthcare and social services, education, finance, and IT. Gender-wise, women are slightly more likely to experience burnout than men. Of course, the issue is important for all sectors. According to a study by the McKinsey Global Institute, burnout syndrome costs the global economy $2 trillion annually. While these figures underscore the importance of the issue, the real question is how we can generate permanent and effective solutions.

If we particularly want to offer lasting solutions, we need to focus on company culture. Culture is an intangible, invisible concept. Therefore, there may be different perceptions between top management and employees. Here, the reality of matching what is said with what is practiced emerges.

As our ancestors beautifully put it, “Actions speak louder than words.” Organizations can only create a developing and evolving culture with actions and consistency. When it comes to implementation, organizations need to leverage both methodologies and technology in these cultural transformation processes for more effective and comprehensive transformation. Transparency, fair evaluation, and a perspective that supports taking responsibility and strengthens it with feedback emerge as OKR methodology. That’s why all visionary, growth-oriented, innovation-driven, and constantly adapting companies benefit from the OKR methodology.

OKR helps companies create a more flexible, cohesive, and goal-oriented working environment. This approach reduces uncertainty, focuses employees on clear goals, and reduces work stress and the risk of burnout. It also creates an environment where employees’ efforts are visible, allowing for recognition and keeping motivation high.

The Importance and Benefits of OKR in Combating Burnout Syndrome

Goal Orientation: OKR ensures alignment between the company’s overall goals and individual goals, setting clear and measurable objectives. Employees who are aligned in the same direction are more efficient and less stressed because they do not encounter unknown or suddenly emerging responsibilities.

Transparency: All team members see what is being worked on and why it is important, and they know their own work is also being seen. This increases motivation and collaboration.

Flexibility and Adaptability: OKR facilitates adaptation to rapid changes and market conditions, reducing uncertainty. Since uncertainty is one of the biggest stressors, managing it well improves performance and reduces anxiety.

Continuous Improvement: Regular evaluations and feedback provide a roadmap for continuous improvement. Strong communication and support environment reduce risks through early intervention, triggering success with employees who take responsibility and receive support. The formation and spread of burnout in companies where the OKR methodology is applied are largely prevented. Of course, it is the responsibility of leaders to implement correctly and create permanent solutions. Strategies that leaders and companies can implement are:

What Can Leaders Do?

Setting Clear Goals: Leaders can set clear and achievable goals using OKR. This ensures that employees understand what they should focus on and what they are trying to achieve.

Regular Monitoring and Feedback: Regular monitoring and feedback on goal achievement increase employee motivation and provide guidance.

Encouraging Teamwork: OKR encourages teamwork and collaboration, enabling employees to reach goals together.

What Can Companies Do for Permanent Solutions?

OKR Training: Providing training on the OKR methodology to employees and managers ensures that they make the most of this system.

Changing Culture: OKR is more than just a tool for performance management; it is also a cultural change in the company. By embracing a culture of openness, transparency, and continuous improvement, companies can make lasting changes.

Flexibility and Adaptability: By updating OKRs flexibly as market conditions and company needs change, companies enable themselves to adapt quickly to change. In structures that can progress, employees also progress more in harmony with change, keeping their stress under control. There is no single secret to success. While improving performance is an important outcome of this road, what is really important is how this outcome is achieved. Maximizing the potential of employees with continuity and a supportive environment brings the best results for both employees and organizations.

To achieve this goal, it is necessary to create a human-focused culture. In combating burnout syndrome, steps such as prioritizing the well-being and participation of employees, creating an environment based on transparency and open communication, and leveraging technology should be taken. Approaches such as goal-oriented methodologies like the OKR methodology and tools like the Twiser platform can also help in this process.

We must remember that a human-focused approach is the most sustainable path to success for both employees and organizations.

-Source: A NEWS

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