The 3 Types Of Burnout Employees Experience But No One Talks About

Did it ever occur to that with maybe you’re doing too much, and this could lead to burnout?

Find out about a secret weapon that can protect you against this

Here are some key messages from this episode:

  • Why you may be headed towards burnout
  • How slowing down can support your inclusion goals
  • Your secret weapon against burnout and much much more

Play the episode for more.

Here are some key takeaways from this episode:

The Three Types of Burnout

“There are 3 types of burnout: exhaustion, cynicism, and inefficacy. I won’t go into each one here because when people talk about burnout in the workplace, they generally mean emotional exhaustion”

The Reason why Employee Resource Group Members are Prone to Burnout

“My experience is that people within employee resource groups are massively susceptible to emotional exhaustion. One of the key reasons is identity work”

Your Secret Weapon Against Burnout

“The argument is that to decrease burnout you need to increase engagement.

This is where you can rely on the secret weapon that you didn’t know you had: Employee resource groups”

Here are some resources so you can go deeper:

Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52, 397–422.

Maslach, C., & Leiter, M. P. (2008). Early Predictors of Job Burnout and Engagement. Journal of Applied Psychology, 93(3), 498–512.

Check out these related episodes of the show

Identity Work & Employee Resource Groups

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences