Preventing burnout starts with taking action on stress

Not all stress is bad. It can be a great motivator. It can help us get things done.

But we all know long-term stress can be harmful to our health. Those everyday pressures can build up, affect our stress levels – perhaps without us even realising – and burnout can slowly set in.

And let’s face it, many things can lead to feeling stressed: global news; money worries; ill-health; relationship difficulties; caring responsibilities; tight deadlines at work; just that feeling that you have too much to do….the list could go on.

In the last decade in particular, we find ourselves in an ‘always on’ and connected world. We are receiving more information and making more decisions, with an expectation to respond quicker. The pace of life has increased and it’s easy to feel like our energies are being pulled in different directions.
When the demands around us outstrip our capacity and ability to fulfil them, this is where stress can arise, triggering feelings of anxiety, tension or worry.

Prolonged stress can lead to a chronic state of physical, emotional and mental exhaustion, i.e. burnout. Common indicators are feeling overwhelmed by even simple tasks, persistent fatigue, headaches, sleep problems, gastrointestinal issues, low mood or irritability. Burnout often leads to a feeling of hopelessness and a sense of disconnection from those around you and activities you once enjoyed.

Within the workplace, having systems in place to spot and prevent this kind of harmful stress – whatever the cause – is key. As colleagues, we can all look out for each other and ask ‘how are you…really?’ And for managers, discussing wellbeing, workload and barriers to success should be a natural part of every regular 1-1 meeting. By listening to understand and co-creating a plan where wellbeing issues arise, managers can help ensure preventative measures are put in place early before a problem grows, scheduling reviews to check back how things are going.

Early access to employee assistance programmes or occupational health can make a real difference when someone is negatively affected. If work is a factor, an individual stress risk assessment is important in identifying issues and actions – with follow-up and monitoring.

We can never remove stress or difficult events from our lives, unfortunately, but by being part of a workplace culture which promotes open dialogue and belonging, supports work-life balance and offers practical support and signposting when times get tough, we can certainly support resilience, help people get back on their feet quicker and stop a potential slide into burnout.

Catherine Parkinson is Chair of our HDN Health and Wellbeing Network, which is open to members. The group meets every quarter and is an opportunity for colleagues working in the wellbeing space to connect, discuss new ideas to improve wellbeing, and to share tips on creating better, more supportive workplaces. Contact Josh Neary-Pegler to find out more (Josh@housingdiversitynetwork.co.uk).