6. Upskill Your Chill: Using L&D Programs to prevent Burnout
Job Dissatisfaction and how it leads to Burnout
Ever looked at an extravagant convenience provided by your company and thought they could have done something better with all that money?! It could be a high cost high budget upgrade in interior or an outing at a seven star luxury hotel that none of your teammates wanted. The reason for your dissatisfaction with the management’s decision to do the above does not stem from your dislike towards what they have done, rather it stems from the dissatisfaction with the management’s decision to prioritize such decisions over looking into the mundane problems of the employees that arise when they perform their day to day activities.
In terms of frederick herzberg’s dual-factor, motivation-hygiene theory what motivates us versus what basic needs must be met in order to maintain job satisfaction. Herzberg found that satisfaction and dissatisfaction are not on a continuum with one increasing as the other diminishes but are instead independent of each other. (Moss, 2019) this means that managers need to recognize and attend to both equally. Hygiene factors and motivators are not the same thing. Things that might motivate someone include exposure to difficult tasks, acknowledgment for one's accomplishments, accountability, the chance to accomplish something worthwhile, participation in decision-making, and a feeling of significance to the company. To the contrary, hygienic variables include things like pay, status, security, working relationships, supervision, policies and administration of the organisation, and working conditions. Employees frequently fail to notice whether an organisation practices good hygiene, yet poor hygiene can be a significant distraction. The latter might involve seemingly little matters, like having to constantly struggle with a faulty printer, the coffee machine running out of coffee before work day ending. Though seemingly mundane, employees are aware of these inconveniences. When these essential components of our daily work life are removed or constantly absent, burnout occurs (Moss, 2019).
What exactly is burnout?
The WHO included burnout in its International Classification of Diseases (ICD-11) as an occupational phenomenon which defines Burn-out as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” It is characterized by three dimensions:
- feelings of energy depletion or exhaustion;
- increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and
- reduced professional efficacy. (World Health Organization, 2019)
How to combat burnout
Upskilling the workforce is the best defence against employee burnout. Employees in today’s world are faced with demanding deadlines and has to be readily accessible. It is therefore understandable that employees would feel depleted of energy both physically and mentally and overwhelmed. But learning and development programmes are a potent weapon in the HR toolbox that may fend against burnout and advance mental health. Companies can provide employees with the information and skills they need to flourish in the current demanding environment, rather than merely getting by, through carefully designed learning and development programmes.
How mental wellness is promoted by L&D programmes
Mental health-focused L&D programmes may address burnout in a number of ways including;
1. Developing resilience: stress reduction, mindfulness, and time management training prepare employees to handle stress and preserve a positive work-life balance.2. Increasing confidence and skills: retraining and upskilling initiatives raise self-efficacy, or the conviction that one can succeed, in addition to work satisfaction. This enables employees to confidently handle challenging circumstances and take on new tasks (Gautam, 2021).3. Promoting a culture of growth: learning and development initiatives that support ongoing education show a commitment to the welfare of staff members. This fosters a culture that values development, views failures as teaching moments, and encourages candid conversation about mental health.
Practical usage of L&D programmes to prevent burnout
In the real world several businesses are setting the standard with cutting-edge L&D initiatives that prioritise mental health. For instance, Hilton provides staff members access to online resources for mental health and promotes candid conversations about mental health (Waters, n.d.). creating a successful L&D programme for mental health KPMG intends to launch a corporate-wide programme that will actively address burnout in order to make sure their employees are psychologically fit to perform their duties (Kelly, n.d.). Based on internal data points, such as the amount of time an employee has worked above their contracted hours, the amount of paid time off they have taken, and the number of meetings they have attended, the company will identify workers who are at risk for burnout. An employee's direct line supervisor will be notified to perform an energy check-in if they are reported three times. The supervisor will inquire about work-life balance, provide resources and tools for mental health, and push him to use paid time off. 77% of KPMG workers felt that the programme had improved their well-being (Kelly, n.d.).
A new programme implemented at Goldman Sachs requires managers and staff at the vice president level and above to attend a 25-minute virtual course on mental health. (Kelly, n.d.)
Some pointers for creating an effective mental health learning and development programmes
• Needs assessment: hold focus groups or surveys to learn about employee concerns and pinpoint areas where L&D initiatives can be most helpful.• Offer a range of learning formats, including in-person seminars, online learning modules, and coaching opportunities, to accommodate varying learning styles.• Flexibility and accessibility: to meet hectic schedules, make programmes easily accessible and available over a variety of hours.• Getting the backing of the leadership is essential to establish a solid workplace culture that values mental health and promotes involvement in learning and development initiatives.• HR professionals may use L&D programmes to build a more resilient and mentally healthy staff by following these guidelines and getting ideas from industry leaders.• AI is presently revolutionising the world od L&D by providing cutting-edge strategies to prevent burnout: using AI based platforms such as Cornerstone Ondemand and Cognizant's ADP learning may tailor learning programmes to each learner's needs and burnout risk factors that are discovered through surveys or self-evaluations.• AI-powered virtual assistants and chatbots: AIchatbots can provide employees with round-the-clock access to mental health resources, respond to inquiries regarding stress reduction strategies, and even lead them through quick mindfulness exercises. Talkspace and Iyra health are two businesses that provide these chatbot solutions.
In conclusion, a thorough programme that focuses on controlling workplace stress and anxiety, along with coping methods that improve employee well-being, should be included in your stress management training. A thorough training programme can boost output and drastically lower sickness rates.
A happy crew will row much faster!
Until then, Smooth Sails!
References
1. Back, A.L., Steinhauser, K.E., Kamal, A.H. and Jackson, V.A. (2016). Building Resilience for Palliative Care Clinicians: An Approach to Burnout Prevention Based on Individual Skills and Workplace Factors. Journal of Pain and Symptom Management, [online] 52(2), pp.284–291. doi:https://doi.org/10.1016/j.jpainsymman.2016.02.002.
2. Gabriel, K. and Aguinis, H. (2021). How to Prevent and Combat Employee Burnout and Create Healthier Workplaces During Crises and Beyond. Business Horizons, 65(2), pp.183–192. doi:https://doi.org/10.1016/j.bushor.2021.02.037.
3. Gautam, A. (2021). 3 Tips For L&D To Ensure Healthy And Happy Employees. [online] eLearning Industry. Available at: https://elearningindustry.com/tips-for-ld-to-ensure-healthy-and-happy-employees.
4. Heckman, w. (2023). Managing stress in the workplace: part two. [online] the american institute of stress. Available at: https://www.stress.org/managing-stress-in-the-workplace-part-two.
5. Kelly, J. (n.d.). How Major Companies Are Addressing Mental Health In The Workplace. [online] Forbes. Available at: https://www.forbes.com/sites/jackkelly/2024/03/14/how-major-companies-are-addressing-mental-health-in-the-workplace/?sh=5cc9d66a327c [Accessed 4 Apr. 2024].
6. Live And Learn Consultancy. (n.d.). Stress Management Training for Employees - Managing Workplace Stress. [online] Available at: https://www.liveandlearnconsultancy.co.uk/in-house-training-courses/wellbeing-programs-for-employees/stress-management-training-1-day-courses/.
7. Moss, j. (2019). Burnout is about your workplace, not your people. [online] harvard business review. Available at: https://hbr.org/2019/12/burnout-is-about-your-workplace-not-your-people.
8. Stress in America Snapshot. (2015). https://www.apa.org. [online] Available at: https://www.apa.org/news/press/releases/stress/2015/snapshot.
9. Waters, A. (n.d.). Council Post: How Companies Can Create A Culture That Prioritizes Mental Health. [online] Forbes. Available at: https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/24/how-companies-can-create-a-culture-that-prioritizes-mental-health/?sh=1695f7c95fa3 [Accessed 4 Apr. 2024].
10. World health organization (2019). Burn-out an ‘occupational phenomenon’: international classification of diseases. [online] world health organization. Available at: https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases.
Absolutely, prioritizing employee needs and addressing day-to-day challenges can significantly impact overall satisfaction and engagement in the workplace. Job dissatisfaction can indeed contribute to burnout, highlighting the importance of addressing workplace issues to promote employee well-being and productivity. Very interesting article.
ReplyDeleteThank You for your interest in the subject Rizan! You are quite correct that addressing daily issues and putting employees' needs first are essential for a contented and effective staff. Even for employees who are typically pleased with their employment excessive hours, unclear expectations, or lack of acknowledgment can all lead to burnout!
DeleteJob dissatisfaction can lead to burnout due to prolonged stress, lack of motivation, and feelings of disillusionment. Factors such as workload, lack of recognition, and poor work-life balance contribute to this cycle.
ReplyDeleteAs you correctly pointed out, one of the main causes of burnout is the lack of a satisfactory work environment. Working a dissatisfactory job can lead to long-term stress due to things like feeling overworked, not having the tools you need to execute the job well, or having a tense relationship with coworkers. The continual strain has an adverse effect on both physical and mental health of the employee. Employee motivation declines when they don't feel fulfilled or have a clear sense of purpose in their work. This can create unhappiness and lead to inefficiency as it might create procrastination and indifference.
DeleteInformative article. To mitigate the risk of burnout stemming from job dissatisfaction, organizations must prioritize employee engagement, satisfaction, and well-being. This involves fostering open communication channels, providing opportunities for professional growth and development, recognizing and rewarding achievements, and promoting a healthy work-life balance.
ReplyDeleteCompletely agree with you Arundathi, Job satisfaction and burnout are closely correlated with employee well-being. Staff dissatisfaction and burnout reduce productivity, engagement, and increase the likelihood of staff turnover within the company. Reducing the danger of burnout and increasing job satisfaction are two benefits of placing a high priority on well-being. And a company's workforce is more likely to feel appreciated and involved in its success when it allows them to freely express their opinions and concerns. This lessens tension and promotes trust!!
DeleteHello Dishani, Nice article using Herzberg’s two factor theory. I personally believe this Herzberg two factor theory is challenging , Maslow’s hierarchy of needs theory. Nevertheless, both Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs Theory offer valuable perspectives on workplace motivation, each with its strengths and limitations. While Herzberg's theory provides a nuanced understanding of intrinsic and extrinsic motivators in the workplace, Maslow's theory emphasizes the hierarchical nature of human needs and the importance of addressing diverse needs to foster motivation. Job dissatisfaction can serve as a silent creator to burnout, a condition increasingly acknowledged in today's professional landscape. This article explores into the details of dissatisfaction, shedding light on its origins in management decisions and their perceived prioritization. Drawing from Frederick Herzberg's theory on motivation and hygiene, it emphasizes the need for a balanced approach to foster employee contentment
ReplyDeleteHello Wasula, I appreciate your insightful comments! You are absolutely right that both Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs Theory offer valuable perspectives on workplace motivation, each with its strengths and limitations. However, while Maslow's hierarchy aids in identifying the demands that employees have at different levels, Herzberg's theory offers strategies to satisfy such requirements through hygienic elements (like fair pay and a healthy work environment) and motivators (like difficult work and recognition). In that sense these two approaches can compliment each other!
DeleteBy highlighting real-world examples and practical strategies like resilience-building and skills development, it offers useful insights.
ReplyDeleteOverall, it's a helpful guide to promoting mental health in the workplace.
Thank you for your kind comments Minoshi! Establishing a work atmosphere that promotes employee well-being is crucial. Based on your comments, I've included some more ideas to promote mental health;
DeleteDestigmatizing Mental Health: Eliminating the stigma associated with mental health is a crucial first step. Campaigns for awareness, instructional seminars, and promoting candid communication can all help achieve this.
Programmes for Employee Assistance (EAPs): Employees who have access to confidential EAPs have greater access to support services and resources for mental health.
Companies can make the workplace more productive and positive for all employees by putting these components into practice in addition to the tactics we discussed!
One of my favorite blogs due to your upbeat style of writing, Dishani. I like the way you have addressed L&D programs in addressing burnout among staff to offer practical insights using real-world examples. You have established the link between job dissatisfaction and burnout, and have excellently referenced the relevant theories to support your argument. I am intrigued to research some more in the field of organizational psychology in its relation to HRM - some food for thought for me.
ReplyDeleteAs always, your Feedback is much appreciated Anjalika! And I agree that the area of organisational psychology sounds very intriguing, and there is a significant relationship between it and HRM. In case you are looking for a place to start, the American Psychological Association has many articles and tools on their website that may delve into the psychology of HR practices
Deletehttps://www.apa.org/search?query=organizational%20psychology