How to Talk to Your Boss About Burnout
A recent article in the Harvard Business Review stated that Google searches for ‘burnout symptoms’ hit an “all-time high in May 2022”.
The article authors went on to discuss 18 questions designed around the six causes of burnout that leaders can use to open up the dialogue around burnout in the workplace. There are some great practical tips here, so it’s a must read for any leader!
6 Areas that can Lead to Burnout
unsustainable workload
perceived lack of control
insufficient rewards for effort
lack of supportive community
lack of fairness
mismatched values and skills
*Maslach & Leiter (2016) World Psychiatry 15(2): 103-111
Click here for other leadership tips on reducing burnout in the workplace.
If however, you’re an employee wanting to discuss your own burnout, and your workplace leadership haven’t been proactive about discussing it, but they have created a psychologically safe place that makes you feel like you can talk to someone about it, then here are some things to think about.
Make a Plan
The first thing to consider is what you hope to achieve by disclosing your symptoms of burnout to your boss or HR. Think about your goals and write them down for your own benefit.
Also, write down the burnout symptoms you’ve noticed, both physical and mental, so that when you do have a discussion, you can communicate these clearly.
Brainstorm potential solutions.
Solutions may include an ask for professional development. For example, improving your time management skills, guidance on streamlining tasks, how to prioritize more effectively, or learning how to say “no”.
Other solutions may relate to your workload if your symptoms of burnout are being caused by an unsustainable one. For example, maybe you need some flexibility in your schedule or with deadlines, some time off, more frequent breaks, or the ability to work less hours or remotely for a period of time.
Consider the Who
Plan for who you are more comfortable with approaching. Is it your direct supervisor? Their manager or supervisor, HR, or a more senior person?
Consider the relationship you have with this person and your workplace communication style to figure out the best time and place to bring it up. Perhaps an in-person meeting, coffee or walk is the best approach, or perhaps you’re more comfortable broaching your concerns and needs over email. If you choose to write an email, how do you feel about your situation being documented in writing?
Lastly, know your rights so you can advocate for yourself. Research your work’s health policies, relevant labour laws, and even your Health and Benefits package. Determine what short-term leave options are available and consider taking unpaid leave if necessary.
When you are away from work, make sure you’re being proactive and consciously recovering from burnout.
Here are some tips to get you back on track.
Consciously design your day, or somebody else will.
Burnout Alert System
6 Red Flags & Solutions For Your Team