The human service field can be stressful for the professionals and wreck havoc to the organization. Burnout affects the employees as well as the organization; an organization suffers from burnout by having high turnover rates, accidents, and so on. This paper will define burnout and describe some of the individual, cultural, organizational, and social support factors that cause burnout. The paper provides an explanation of various individual, job role, and organizational methods to prevent burnout. In this paper I have shared the ways I react and respond to personal and work related stress as well as my reaction to combat the effects of burnout. Lastly this paper discussed how human service managers assist with staff burnout.
Define Burnout
According to help guide (2012,” Burnout is a state of emotional, mental, and physical exhaustion caused by excessive and prolonged stress. It occurs when you feel overwhelmed and unable to meet constant demands”. As the stress continues it causes you to lose interest or motivation I your work role.
Individual, Cultural, Organizational, Supervisory, & Social Support Causes of Burnout
Human service professionals may become overwhelmed and stressed especially when dealing with large case loads, overtime, and balancing work and home duties. Some of the personal lifestyle stressors include insufficient sleep, little or no time off, lack of social supports, and so on. Cultural factors contributing to burnout would be declined feeling of community, pervasive competition, and frustrated expectations. Supervisory and social support factors may be caused by lack of participation in decision making. The organizational factors may include unclear requirements or impossible requirements, lack of recognition, poor communication, poor leadership, non supportive work environment, or role conflict. Its important to remember that burnout doesn’t happen overnight it build up and often goes unnoticed until it’s too late. Burnout affects employees as well as the organization.
Individual, Job Role, & Organizational Methods to Prevent Burnout
Some of the individual methods used to prevent burnout include developing self help skills and coping strategies, awareness of own mental health , and developing good relationships with co-workers.. Some other individual ways to prevent burnout include taking annual vacations, exercise regularly, and maintain a healthy work and home life balance. Professionals are often unaware of the impact of work related stress and don’t seek professional help. Employees fear losing respect, trust, and their jobs if they seek help. But seeking help may be needed to find a balance between work and home life to prevent burnout. Organizational methods to prevent burnout may include supportive supervisors, educating employees on signs of burnout and ways to reduce, provide workshops on coping strategies and burnout prevention. The job role strategies to prevent burnout include knowing your limits, learning when to say no when you are unable to take on extra roles, work regular hours, and take regular breaks.
How I React & Respond to Personal & Work Related Stress & Reduce Effect of Burnout
It’s important to be aware of how your personality can contribute to your stress reaction and response. There are personality characteristics that make you more likely to be at risk of burnout. I personally find myself to handle work related stress better than I handle personal stress. After researching this topic I realize you must maintain a healthy balance between work and home life. If you don’t your home life stress will leak into your work environment. I would reduce the effects of burnout by developing and maintaining healthy relationships with co-workers. I think it’s also important to develop a personal plan of future growth, which may include exploring other areas within your organization.
How Human Service Managers Assist Staff Burnout
Human service managers should know how to spot the signs of stress (illness, missing work, poor performance), and provide a healthy work environment and organizational support when needed. When the manager sees signs of burnout they should discuss the issues and causes with the employee together to determine the best way to resolve the issue. Managers should educate employees on burnout and offer assistance programs. They should also make all employees aware of the option to discuss any issues with them in private and confidential.
Conclusion
In conclusion, providing a healthy work environment where employees are able to communicate work related issues such as stress or conflict, and any other issue, will reduce the effects of burnout. This paper has defined burnout and described individual, cultural, organizational, supervisory, and social support factors that cause burnout. The paper also covered various individual, job role, and organizational methods to prevent burnout. Then I discussed how I react and respond to personal and work relate stress and discussed hope I would reduce the effect of burnout. Lastly the paper covered what I would do as a human service manager to assist with staff burnout.
RESOURCES
Lewis, T., Packard, T., &Lewis, M. (2007).Management of human services programs (4thed)
Retrieved from. University of Phoenix eBook
Smith, M., Segal, J.,&Segal,R., (2012). Preventing burnout
Retrieved from. http://www.helpguide.org/menatl/burnout-signs-symptoms.htm
