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

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

Did you know that there’s a secret weapon that can protect you against this?

several things including:

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

Here’s some of what I share in the show:

The Three Types of Burnout

I explain how there are three types of burnout employees experience but only one is widely reported and thoroughly analysed:

“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

I explain why those involved with employee resource groups are more likely to experience 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

I describe the counterintuitive secret weapon that you can use to protect employees 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”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

Show Notes

Identity Work & Employee Resource Groups

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.

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