Hello Leaders! How are you today? I hope you are in good condition and more successful. Your Excellency, of course, this time we will discuss “burnout” at work and this is leadership five. What is “burnout”?
maybe some of you have heard of this term. What is the importance of us knowing about the phenomenon of “burnout” and also how to deal with it? If any of my team turns out to be experiencing “burnout” or maybe myself in a state of Breakout at work for that we will discuss it together.
What is meant by “burnout”? It is a condition where we feel very tired, both physically and emotionally. So “burnout” is different from just being bored or bored that you feel it in your daily work. If you are bored, maybe with a little effort it can help us to focus on work again, for example, if we are bored, then you take a little break may be or call your family for a while or chat with friends and that can help relieve boredom.
Then you can focus on returning to work but if “burn out” is different from. “Burn” out” is very difficult to get rid of with simple efforts like we are trying to get rid of boredom, so this is like something that is no longer unbearable in working.
Something that is an advantage that we must find a way out together. So that we can focus on working. “Burn out” is often identified with a relatively long working period. Some even say that above 10 years of work a person can experience “burn out” but actually by looking at the current facts where our work is getting bigger. The demands are the more burdens that must be completed and the more demanding.
There are also many roles that our team must carry out, so the possibility of a bvrnout is now greater than in the past and even the number of “burn out” cases is also increasing, including people who have actually short working periods. Maybe a year or two but it could be that he’s already men experienced “burnout”.
What’s the danger if we let our team or maybe ourselves in the first state of “burnout “? Of course, productivity will decrease because generally people who have symptoms of “burnout” have lost their enthusiasm to work so their performance is poor.
Usually good, it may decrease, secondly, job satisfaction can also decrease later of course.
This will also affect the absence of our team on the performance of our team or even the turnover rate in our company.
So you as a leader need to pay attention to the symptoms of “burnout”. “Is experienced by one of our team or maybe some of our team also “burnout”. We can see from some striking signs shown by our team.
Three main thing that can be seen from someone who is experiencing “burnout” ” is the first to have cynicism. Generally people who have experienced “burnout” at a fairly high level tend to be angry cycle anything is seen negatively. Nothing is seen negatively when his boss does something he sees from a negative side. When the company issues certain policies is seen also negatively. So his cynicism tends to increase in someone who experiences “burnout”. Then the second is feeling very tired or what we like to term exhausted is not only physically tired but also mentally tired. Which is very difficult to explain Maybe only with an uninspired appearance then also the work performance decreases drastically and so on.
Exhausted is definitely very tired. Then the third can also be seen from the feelings that arise negatively. What’s that? That is feeling incompetent with their work, people who experience “burnout” have started to feel like they can’t do this job. It seems that this job is not at my level, I can’t afford it, and so on so there are feelings of inadequacy that arise in him. Later we can also see the signs of “burnout” from, for example, that the person has tried to start distancing himself from his job, given a job, delay, refuse, or maybe continue to work reluctantly or lazily. So as a leader you also need to be observant Is this whether my team is bored with mediocrity or maybe someone is really experiencing “burn out”.
What are the causes of “burnout” we can see that there are three main factors, the first is excessive workload, we can say that workload is relative?
But how someone perceives his workload can be very influential on how he works, so we as leaders need to Also check whether the workload that we provide is sufficient. Fit with the abilities of our team members. The second cause is the lack of clarity. Roles or what is expected of our team.
When someone is working, it would be better if we provide clarity about their role. You are expected to be able to do ABC.
Examples such as that or we convey in this company the role in your position is like this from like this by being given an explanation of the actual role this helps someone to better understand the company’s expectations of him so as to reduce the possibility of “burn out” when someone’s role is not clear, then he will feel how come everything is charged to me. How come I was supposed to have this function but added this job? Why is it like this?
How come? Now, these are the things that if it keeps happening will make a person more prone to “burn out” So once again make sure that you as a leader have made clear to your team members about their respective roles.
Hi then the third cause is can also make someone more vulnerable to being out is a lack of appreciation for support and communication from us as superiors or as leaders when someone has worked hard and then is not given an appreciation then maybe people will feel what I did, I did this Ah I did that Even good is the same, there is no difference so this also makes someone more vulnerable to experiencing what is called “burn out”, How can we overcome it if it turns out that in our team there are already experiencing symptoms like the ones we discussed.
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what you can do as a leader to overcome or prevent the occurrence of a deeper “burnout” in our first team is to make sure that the clarity of the role you have discussed with your team clearly conveys your expectations for them and also for each person If possible Then the second Train your team to develop -break down the tasks that are considered big into tasks that are broken down so that it feels lighter to start working on, our team often feels that the tasks given are too big and too heavy to make them.
Wow, I suddenly couldn’t do it as a leader, you need that too to train them so that they can leave those big tasks so that they are not too pressured to do them. Third, we can also build a culture to recruit nice or recognize small achievements made by our team, for example when he succeeded in working on a project.
then we can give appreciation g is not only in the form of material but something that is indeed considered useful for the diet and makes him more enthusiastic to improve his performance again. In the next step, you can also tell your team that they are very open to you if they feel there are things that are not comfortable.
What is felt is to build an open atmosphere so that when experiencing difficulties your team is willing to share with you if they have shared with you, then actually we can minimize the possibility of “burnout” because we as leaders already know that, Oh it turns out it’s not comfortable, so what can I do about it this way, you as a leader can be more preventive in dealing with the possibility of “burn out” at your job and last but not least, don’t forget to always practice assertiveness to our team.
Band out because of feeling that his workload is too big, including when he is asked for help by other friends, for example, including when he gets jobs that he can’t refuse Hi then we also need to remind them to be assertive if there is still work to do that must be focused on then be assertive towards other parties who try or try to give him other work this way your team will be able to better manage their work priorities, it doesn’t mean refusing to help friends. I can do it in ways like this, you can help your team to minimize the occurrence of the brand out at work, so our discussion about brand out at work.