Bye-bye Burnout: Identifying and Alleviating Burnout Is Crucial in Stress-Inducing Times
If your body were a battery, what level are you at currently?
If you are feeling depleted and/or defeated – you are not alone! In recent Greater Public Roundtable discussions on this topic, participants explored the causes, symptoms, and antidotes to combating burnout. After making space to speak honestly about their experiences, attendees left feeling more empowered and invested in creating a healthier, more sustainable work environment for themselves and their teams. We are all susceptible to workplace burnout; alleviating burnout requires true reflection – a realization of its source as well as the negative effects it has on us – both personally and as a collective.
Why Burnout Is Real and Why It's Important to Address
Burnout is more than just feeling tired; it is an occupational syndrome resulting from chronic, unmanaged workplace stress. The World Health Organization defines it using three key dimensions: feelings of energy depletion or emotional exhaustion, increased mental distance or cynicism toward one’s work, and a reduced sense of efficacy.
Ignoring burnout has significant consequences. It can harm a person’s mental and physical health, leading to decreased productivity, increased absenteeism, and even severe health conditions like heart disease and depression. If employees suffer, organizations will suffer as well.
Primary Causes of Burnout for Public Media Individuals
Roundtable attendees identified the following as major causes of burnout:
- Losing Federal Funding!
This was a major stressor on team members and leaders, and for some, it was the first step down the path to burnout. - People-Pleasing
This involves putting on a smile and saying “yes” despite being completely overwhelmed. Check out this two-part Greater Public webinar on Conflict Competence in People-Pleasing Cultures. - Roadblocks
These are unexpected internal or external barriers that can lead to loss of momentum. When coupled with feelings of inadequacy, it can be difficult to stay motivated. - Lack of Appreciation
A lack of acknowledgement or fair treatment can fuel frustration. - Lack of Support
A lack of sufficient resources and assistance for those running multiple departments or initiatives.
- Poor Planning & Communication
Not taking time to plan a project before jumping into the work can eventually lead to burnout. - Not Taking Breaks
It’s important to remember that even machines need to be turned off. - Personal Life
Factors outside of work can compound work stress. - Not all burnout is self-inflicted.
Substandard work cultures are major contributors to burnout.
It’s important to note that factors contributing to burnout can be different depending on the individual. Many individuals are facing disproportionate personal stressors that are directly related to their identities, like the fear that you, your loved ones, and/or community members might be targeted by immigration enforcement; the revocation of legal protections for LGBTQ+ individuals; and the compounding effects of centuries of systemic and systematic racism, anti-black, anti-indigenous and anti-immigrant sentiments.
Symptoms of Burnout
normalize running on fumes. These are some red flags to watch for in yourself and your team:
- Irritability
- Outward frustration
- Exhaustion
- Brain fog/Brain drain/Headaches
- Sleep disruption
- Stomach issues/nausea
- Cynicism
- Anxiety
- Feelings of inadequacy and hopelessness
- Withdrawing
A thorough breakdown of the causes and symptoms of burnout is listed on pages 1 and 2 of the Burnout Recovery & Rest Planning Guide: Reflect, Reset, Refill
Antidotes for Burnout: Insights from Our Roundtable
The most valuable part of the discussion was sharing practical strategies to combat burnout. Here’s what our colleagues had to share:
- Establish and Stick to Boundaries. Examples included:
- No meetings on Friday afternoons.
- Use signage on office doors for availability or privacy.
- Adjust work hours on days with late meetings to reclaim personal time.
- Managers Must Model Healthy Behaviors: Leaders should not lead from a place of depletion. It’s crucial to show your team that it is okay to rest.
- Check-ins and Celebrating Wins: Be intentional about checking in with team members. Use meetings to share small wins and 1:1s for deeper, private check-ins. (Bonus points for taking your meetings outside of the office.)
- Build in Unstructured Work Time: Schedule a 45-60 minute meeting with only a 15-minute agenda. This gives your team a block of uninterrupted time to use as they need.
- Take Real Breaks: Step away from your desk during work breaks. Limit email check-ins while on vacation by preparing your team ahead of time to protect your personal time away.
- Be Assertive: Remember that “No” is a full sentence. Only offer help when you have the bandwidth.
- Separate Work and Home Life: Find a way to compartmentalize your work so the negativity doesn’t spill over into your personal life; this is especially important in a remote work environment.
- Be Honest: If you’re overwhelmed and/or under-resourced, be realistic about what you can accomplish.
Resources for Support
For those seeking more information and support, consider these resources:
Burnout Recovery & Rest Planning Guide: Reflect, Reset, Refill
Planning Templates and Self-Care Challenge Printouts
Getting the Most Out of Your Downtime With Productive R.E.S.T.
Burnout is a serious issue, but it is not insurmountable. By recognizing the symptoms, understanding the causes, and implementing proactive antidotes, individuals and leaders in public media can create healthier, more sustainable work environments. This isn’t about fixing a few “broken” individuals; it’s about building a culture where everyone can thrive.
