How Can I Manage Burnout?

Burnout is a sneaky beast; it creeps up into our lives and starts to wreak havoc even before we can name it. Many of my clients have managed to overcome their burnout, but they are so terrified to relapse that they want to know the answers to questions like – what are some common signs I can look out for? How can I prevent future episodes? Or, what are effective strategies for setting boundaries and managing workload to prevent burnout?

In this article, I’ll explore some of the frequently asked questions around burnout, and the simple answers that may surprise you.

1. What are the common signs and symptoms of burnout?

Some common signs of burnout include, persistent exhaustion, decreased productivity, increased cynicism or detachment, frequent (and sometimes unexplained) illness, decreased satisfaction and engagement, and difficulty focusing or concentrating on tasks that were previously easy to complete. If you are experiencing some or all of these, this could be an indication that you are starting to experience burnout.

2. What are some effective strategies for managing and reducing burnout?

Strategies to manage and reduce burnout are specific to the root cause of your burnout. However, there are some common strategies that you can employ like:

• Being clear about what is important to you in this season of your career and personal life.
• Setting clear boundaries to protect your time and energy, so that they remain focused on what you identified matters to you most.
• Prioritising self-care, and seeing rest as a prerequisite, not a reward for achieving your goals.
• Effectively delegating tasks.
• Improving communication and conflict resolution skills; especially when needing to reinforce your boundaries.
• Seeking support and building a network of social and professional communities that you can pour into and lean on, even before you need them.

3. How long does it typically take to recover from burnout?

I love this question. But it’s a hard one to answer. The recovery time from burnout can vary depending on various factors, including the severity of burnout, individual circumstances, and commitment to the recovery process. Recovery can range from weeks to several months, and sometimes years. The focus should be on gradual progress and sustainable change to ensure long-term well-being.

4. How can I communicate my burnout to my employer and colleagues in a constructive way?

Another great question. Burnout often starts in the workplace, although circumstances in our personal and professional life intertwine to exacerbate our experience of burnout once it starts. Here are a few things to consider before communicating about your burnout at work:

• Reflect and identify your specific concerns – this will help you articulate your needs and communicate them effectively.
• Choose the right time and setting – ensure there is privacy and minimum distractions. Ideally, it should be a calm and neutral environment that allows for open dialogue.
• Prepare in advance – don’t “wing” it. Prepare what you want to say in advance, outlining key points, expressing your feelings and experiences, and proposing potential solutions or accommodations.
• Use “I” Statements – Use “I” statements to express your feeling and experiences without sounding accusatory. This helps convey your personal perspective and avoids putting others on the defensive.
• Be specific and provide examples – be specific both about what behaviors contribute to your burnout, and what your needs are to reduce this impact. This may include discussing workload, scheduling, flexibility, support systems, or changes in responsibilities that would help alleviate burnout. Remain solutions-oriented.

5. What are some effective strategies for setting boundaries and managing workload to prevent burnout?

My top four tips for effective strategies would be:

• Learn to say no – Learn to say no when you are overwhelmed or when additional tasks do not align with your priorities. Offer alternative solutions where practical or within your gift to do so.
• Set clear communication expectations – establish early clear communication expectations with colleagues and managers. This includes setting realistic response timeframes for emails and messages. Ensure you have dedicated focused work time to deliver the committed work.
• Create buffer time – schedule time in your calendar to account for unexpected tasks, interruptions, and mental breaks. This helps prevent a constant sense of urgency and provides breathing room for unforeseen circumstances.
• Regularly assess workload – regularly assess your workload and adjust as necessary. This includes evaluating your capacity, discussing workload concerns with your line manager, and renegotiating priorities if you feel overwhelmed.

6. Are there any warning signs or red flags I should watch out for that indicate I may be heading toward burnout again?

I would say, the red flags to watch out for are:

• You are becoming overly critical of yourself, doubting your abilities and experiencing a decease in self-confidence.
• Increased irritability and conflict – you are impatient, and may start having interpersonal conflicts at work or home.
• You may have physical symptoms that are arising or worsening – headaches, gastrointestinal problems, weakened immune system, sleep disturbances
• Lack of balance in life – work begins to dominate your personal life with minimal time for relaxation

7. How can I foster a supportive and healthy work environments that reduces the risk of burnout?

I am always excited when clients ask this question. As leaders, we are at high risk of burnout and are also in an ideal position to create an environment that does not feed employee burnout.

It’s important to encourage a culture of open and transparent communication, where employees feel comfortable expressing their concerns, providing feedback, and sharing ideas. Actively listen to their needs and address any issues promptly.

Promote work-life balance by setting realistic expectations around working hours and encouraging employees to take breaks and utilize their vacation time. Discourage a culture of overworking and promote the importance of personal well-being.

Above all, lead by example. As a leader, demonstrate healthy work practices and self-care. Role model work-life balance and appropriate boundary setting, including taking time off.

Remember that creating a supportive and healthy work environment requires ongoing effort and commitment. Regularly assess the effectiveness of these strategies, gather feedback from employees, and make necessary adjustments to continuously improve the work environment and reduce the risk of burnout.