Out of the 120,000 serious workers’ compensation claims filed across Australia in 2020, over 30 percent were attributed to illnesses and diseases, with mental health conditions being the most prevalent.
This dramatic rise in the reported number of mental health issues among workers clearly underlines the fact that workplace burnout has become an alarming issue in today’s demanding work environment.
And it is crucial that this problem is addressed to protect the well-being and productivity of employees.
This article explores the causes and symptoms of workplace burnout and provides practical strategies for both employers and workers to mitigate its effects.
In New South Wales, the state Government-run organisation, Icare (Insurance and Care NSW), plays a crucial role in providing insurance and care services.
Jennifer Cameron, Icare’s Injury Prevention Manager, has revealed concerning figures regarding mental health in the workplace.
She says that one in five Australians aged 16 and above will encounter a mental illness in a given year, emphasising the widespread impact of mental health issues.
Furthermore, there has been a notable increase in workers’ compensation claims related to mental health.
One figure which really stands out is with regard to administration roles, where an astonishing 88 percent of compensation claims are linked to mental health conditions – and this statistic underscores the significant vulnerability of individuals in these positions.
Jennifer Cameron (pictured here) also highlights that workplace-related factors, including interpersonal conflict, bullying and exposure to occupational violence, coupled with external issues experienced by workers in their personal lives, contribute to psychological injuries.
These factors result in a massive estimated annual national cost of $6 billion due to lost productivity.
These disturbing statistics emphasise the urgent need for employers to take proactive measures in addressing mental health issues in the workplace.
It is crucial to prioritise the well-being of employees, fostering a supportive and mentally healthy work environment.
Workplace burnout is typically the result of a combination of factors, which may include:
- Excessive Workload: High job demands, long hours and unrealistic expectations can overwhelm employees, leading to chronic stress.
- Lack of Control: Employees who feel powerless or lack autonomy in decision-making processes are more susceptible to burnout.
- Poor Work-Life Balance: When work becomes all-consuming, leaving little time for personal pursuits, it can result in emotional and physical exhaustion.
- Lack of Support: Insufficient managerial support, inadequate resources and a lack of feedback can leave employees feeling unsupported and undervalued.
Recognising the signs of burnout is crucial for early intervention.
Some common symptoms include: Physical and Emotional Exhaustion, Decreased Productivity, Increased Absenteeism and Relationship Strain within the workplace.
It is vital that employers promote work-life balance, encourage open communication and emphasise the importance of self-care and well-being among their staff.
They should also set realistic expectations, ensuring that their employees’ workloads are manageable and that deadlines are reasonable.
Autonomy and growth should be encouraged and employees should be provided with opportunities for skill development, professional growth and where possible, to make decisions and take ownership of their work.
A healthy work-life balance is a must.
Employers should encourage flexible work arrangements, including flexible hours or working remotely, to help employees maintain a healthy balance between work and personal life.
But the onus isn’t just on the employer.
It’s up to workers to establish clear boundaries between work and personal life, to try not to take work home with them, to engage in activities that promote physical and mental well-being and of course, to spend time with their loved ones.
When on the job, they should take regular short breaks.
In most workplaces in Australia these days, employees are entitled to a 30-minute break for lunch and two other 15-minute breaks. Hopefully, companies with Muslim workers allow them to take their breaks in order to pray on time, irrespective of the employer’s personal religious beliefs.
Vacations, weekends and other days off should be used by workers to disconnect and rejuvenate.
If struggling at work, they should reach out to supervisors or colleagues to express concerns and seek guidance.
If these measures fail, workers may need to consider professional counselling or coaching to navigate burnout effectively.
For employers seeking guidance in addressing workplace burnout, workshops are available to introduce effective strategies and practices.
These workshops provide valuable insights and tools to create a positive work environment that supports employee well-being.
As referenced previously in this publication, Invictus Solutions, founded by well-known and trusted community figure Dean Mousad, is one organisation which offers a long list of workshops to employers, schools and community groups across Australia and Avoiding Workplace Burnout is just one of their many sessions which deals with issues that can affect Muslims in their daily lives.
Remember, whether you’re an employer or an employee, preventing and managing workplace burnout is an ongoing process that requires commitment and vigilance.
By working together and implementing these strategies, we can cultivate a culture of well-being and productivity in the workplace, ensuring the long-term success and happiness for everyone.
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