Is Burnout Just a Buzzword?
"Ugh, I'm so burned out." Sound familiar? It's a phrase we hear all the time these days.
But when a word gets tossed around that much, it's easy to lose sight of what it truly means. Trust me, burnout is way more than just feeling a bit tired after a long day.
Back in the 70s, researchers started noticing that a lot of social workers were hitting a wall. They were exhausted, unhappy, and starting to detach from their work (Freudenberger, 1974).
This sparked a whole wave of research, and eventually, the "Maslach Burnout Inventory" was born (Maslach & Jackson, 1981). This handy tool helped us understand the three core signs of burnout: emotional exhaustion, depersonalisation (feeling cynical and distant), and a sense of reduced personal accomplishment.
Burnout isn't just about those three signs. It's about a fundamental mismatch between what we need as humans and what we experience in our work lives.
We all crave autonomy (feeling in control), competence (feeling good at what we do), and relatedness (feeling connected to others). When these needs are constantly being ignored or trampled on at work, that's when burnout starts to rear its ugly head (Deci & Ryan, 2000).
Think about it: ever had a job where you felt like just a cog in the machine, micromanaged to the point of insanity? Or maybe you were stuck in a role where you felt totally out of your depth, with no support in sight? Yeah, that's a recipe for burnout.
The Human Cost of Burnout
Now, you might be thinking, "Okay, burnout is bad, but it's just a feeling, right?"
Wrong. Burnout has real-world consequences. Mental Health UK's latest report found that a staggering 91% of UK adults have felt extreme pressure or stress in the past year, with 1 in 5 taking time off work due to poor mental health (Mental Health UK, 2023).
That's not just a personal problem; it's a massive societal and economic issue.
And here's where things get really interesting.
Here at The HRologist Ltd, we’ve been working on something truly special which is almost ready to be released, we will show you just how powerful this development will be once it’s ready to launch, so stay tuned.
Just imagine if we could create open, supportive spaces in all workplaces. Spaces to decompress where people could talk honestly about their struggles without fear of judgment.
We have been cooking up a solution on how we start to break down the burnout buzz and build a community of compassion boosting business outcomes positively.
Beyond the Buzzword: Reclaiming the Meaning
So, for me, the word "burnout" has become a bit of a cliché. This doesn't mean we should dismiss the very real pain and suffering it represents or the very real long-term effects it has on people’s lives, not just mentally but physically too!
It may be time to reclaim the word, to give it back its power.
Instead of just throwing the word around, let's get curious. Let's ask ourselves:
What are the specific workplace factors that are contributing to burnout? Is it an unrealistic workload? Toxic leadership? Lack of recognition?
How can we, as leaders, coaches, and HR practitioners create workplaces that truly support employee well-being?
And most importantly, how can we encourage those crucial conversations?
Because at the end of the day, burnout isn't just an individual problem. It's a reflection of how we work, how we live, and how we treat each other. And it's time for change.
What do YOU think?
Is "burnout" overused?
What are your experiences with this all-too-common phenomenon?
Share your thoughts - email me at naomi.withers@thehrologist.co.uk
References
Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
Freudenberger, H. J. (1974). Staff burn-out. Journal of Social Issues, 30(1), 159-165.
Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behaviour, 2(2), 99-113.
Mental Health UK. (2023). Burnout report 2023.
