Monthly Archives: October 2014
Burnout is getting a lot of press in Belgium these days, given the new legislation stating that employers must do something about it. But what can they do? Isn’t burnout just another monkey trap that needs what Charlie Sheen would call a “blink to cure the brain”?
Having just subscribed for the Epsilon ForumPlus 2014 conference, my interest in burnout is rekindled (pun intended). I will be following 4 sessions on well-being at work, burnout and flow. I’m intrigued to see what speakers have to say about decreasing the risk of burnout in the workplace.
Recently, I was invited to complete a survey about burnout by a well-known actor in the Belgian HR sector. Questions like “Do you think there is more stress in the workplace today?” and “Do you think remote and mobile working increase stress in the workplace?” seemed odd to me. Maybe I missed the point, but isn’t stress something that is in people rather than the workplace? Or, as the American Institute of Stress says: “we create our own stress because of faulty perceptions you can learn to correct”.
Isn’t burnout just another monkey trap?
If you want to catch a monkey, but some food in a hole or a jar rooted to the floor. The monkey comes along to get the food and reaches in. When grabbing the food, the monkey forms a fist. And due to the size of its fist, the monkey cannot get its hand out of the jar again. The monkey will not let go of the food in the jar. He has trapped himself. The hunter waits for the monkey to die, or captures it.
Other blog posts have already talked about the analogy between the monkey trap and addiction. And if you think the monkey trap is just a myth, watch this video.
I’m just wondering: If burnout is like the monkey trap should we be blaming the forest, the jar or the food? Or should we be blaming the monkey? Should we be trying to change the organisation or conditions of work, putting a stop to flexi-time and homeworking and banning email after 6pm on a Friday? Of course, if the work conditions and employers are unlawful or simply unacceptable, that does need to be changed. But isn’t it more necessary to help our employees better understand why they seek to hold onto their “monkey food” through their burnout disposed behaviour and how to let go of it?
I’m not saying that this will be easy and I’m certainly not belittling burnout. I just don’t think that the organisational solution to stress and burnout reduction should be to take away anything that might cause harm to the people susceptible to burnout. It is easy to rehab when you are in rehab. But people will fall off the wagon when they are back in the real new world of work. Should employers change everything in the environment to suit dysfunctional employees (yes, I did just say that! Whoops!) ? Or should they help people to better deal with their own private monkey traps?
And while we are not on the subject: Is burnout a bad thing anyway? It costs companies money and productivity, and it’s no fun for the burnout “victim”, but it may also be a fantastic opportunity to replace an unhealthy flame with something more sustainable, satisfying and healthy for the employee. (More on that later)
So, what can the employer do?
My own expertise being limited to one person in a non-corporate environment and without a complete vision on the law, this short list of actions is no more than a first brainstorm for employers to consider:
- Be willing to help
- Look out for people who show unsustainable behaviour and attitudes towards work
- Create better dialogue better dialogue between employer/employee; make the “person of confidence” worth confiding in
- Educate those at risk on the impact of their behaviour and attitudes
- Help employees to find structure and limits in their approach to work
- If necessary, help employees to reorient towards more satisfying and fulfilling work
…hopefully, I will hear more ideas at the ForumPlus conference on the 6th November.
See you there?