{"id":815,"date":"2023-02-09T14:43:17","date_gmt":"2023-02-09T14:43:17","guid":{"rendered":"http:\/\/www.lmja.com\/blog\/?p=815"},"modified":"2023-02-09T14:43:17","modified_gmt":"2023-02-09T14:43:17","slug":"burnout-for-organizations","status":"publish","type":"post","link":"http:\/\/www.lmja.com\/blog\/burnout-for-organizations\/","title":{"rendered":"Burnout For Organizations"},"content":{"rendered":"<p><a href=\"http:\/\/www.lmja.com\/blog\/wp-content\/uploads\/2023\/02\/Art-2.png\"><img decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-816 alignleft\" src=\"http:\/\/www.lmja.com\/blog\/wp-content\/uploads\/2023\/02\/Art-2-300x300.png\" alt=\"\" width=\"300\" height=\"300\" srcset=\"http:\/\/www.lmja.com\/blog\/wp-content\/uploads\/2023\/02\/Art-2-300x300.png 300w, http:\/\/www.lmja.com\/blog\/wp-content\/uploads\/2023\/02\/Art-2-150x150.png 150w, http:\/\/www.lmja.com\/blog\/wp-content\/uploads\/2023\/02\/Art-2.png 388w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>Burnout. It\u2019s something no one wants to feel and it\u2019s an issue that no organization wants to experience. But increased levels of employee burnout are becoming more common across every industry and not just the ones we think of most, like healthcare and teaching. Many organizations think of burnout as an \u201cindividual problem,\u201d solvable by an employee just taking the afternoon off or practicing some breathing techniques. Wrong! It affects your organization at every level and has a negative impact by decreasing morale and increasing turnover.<\/p>\n<p>According to the World Health Organization, burnout is a syndrome resulting from workplace stress that has not been successfully managed. It\u2019s characterized by three dimensions: feelings of energy depletion or exhaustion; increased mental distance from one\u2019s job or feelings or negativism or cynicism related to one\u2019s job; and reduced professional efficacy <em>(World Health Organization, 2019)<\/em>. It\u2019s incredibly costly for organizations. Consider these statistics: according to the American Psychological Association\u2019s 2021 Work and Well-being Survey of nearly 1,500 U.S. workers, 79% of employees had experienced work-related stress in the month before the survey. Nearly 3 in 5 employees reported negative impacts of work-related stress, including lack of interest, motivation, or energy (26%) and lack of effort at work (19%). Meanwhile, 36% reported cognitive weariness, 32% reported emotional exhaustion, and 44% reported physical fatigue\u2014a 38% increase since 2019.<\/p>\n<p>It&#8217;s important to train managers to recognize the signs of burnout in team members and have a comprehensive plan in place to address underlying issues. Symptoms of burnout include:<\/p>\n<ul>\n<li>Decreased engagement and enthusiasm in work<\/li>\n<li>Increased absenteeism<\/li>\n<li>Decreased productivity<\/li>\n<li>Isolation<\/li>\n<li>Higher sensitivity to feedback<\/li>\n<\/ul>\n<p>Employee burnout is one the most pressing challenges that organizations face today. Leaders need to know the prominent signs (as we outlined above) and how to work with team members on solutions that have a lasting impact. It\u2019s no small task, but in the end, it\u2019s a win-win for everyone. <strong>Leah M Joppy and Associates <\/strong>is ready to help your organization face any workforce burnout issues head-on before they become major problems. Call us at <strong>301-670-0051<\/strong> or email <a href=\"mailto:leah@lmja.com\">leah@lmja.com<\/a> and let\u2019s discuss your needs.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Burnout. It\u2019s something no one wants to feel and it\u2019s an issue that no organization wants to experience. But increased levels of employee burnout are becoming more common across every industry and not just the ones we think of most, like healthcare and teaching. Many organizations think of burnout as an \u201cindividual problem,\u201d solvable by [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[58,4,6,7],"tags":[],"_links":{"self":[{"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/posts\/815"}],"collection":[{"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/comments?post=815"}],"version-history":[{"count":2,"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/posts\/815\/revisions"}],"predecessor-version":[{"id":821,"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/posts\/815\/revisions\/821"}],"wp:attachment":[{"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/media?parent=815"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/categories?post=815"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.lmja.com\/blog\/wp-json\/wp\/v2\/tags?post=815"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}