Burnout is a word that keeps popping up more and more frequently lately, usually when people are sharing their feelings about the workplace. No wonder – surveys show that over 40% of employees with desk jobs are burned-out at work even if they don’t feel it or don’t even admit it. People suffering from burnout feel drained of power and emotionally exhausted, unable to face certain situations, permanently tired, disappointed, and lacking energy. However, this phenomenon seems to have increased in the past few years, including in the international development sector. With this in mind, there are two categories of people who are at greater risk of burnout than everyone else: women and those under 30 years old. What are the causes of burnout and how can it be addressed? Check out some relevant opinions below.
Key Takeaways:
- According to the Global Workplace Report, 43% of people from over 100 countries claimed to have experienced workplace burnout
- The millennials and GenZ experience this phenomenon the most for a plethora of reasons: a lack of learning and job opportunities, uncertainty about the future, the rise of AI, inflation, etc.
- In addition, many new entrants to the workplace are underprepared for the working environment, partly due to the increasing practice of working from home
- Burnout does not just affect employees, it impacts companies as well. Estimates show that disengaged employees cost their employers 34% of their salary annually.
DevelopmentAid: Why is employee burnout on the rise globally, and how can it be addressed?
“Employee burnout is a growing concern globally, impacting professionals across various industries, with the international development sector being no exception. When exploring why some categories are more affected by burnout than others, it is crucial to consider ageism in the workplace. Ageism, or discrimination based on age, can manifest in different ways and influence the risk of burnout for employees of different age groups. Older workers may experience burnout due to the pressure of keeping up with rapidly changing technologies and the perception that they may be less adaptable. Additionally, they may face challenges in accessing career growth opportunities, leading to feelings of stagnation and disengagement. Similarly, younger workers, especially those under 30, can also be vulnerable to burnout. Ambitious to prove themselves, they may take on excessive workloads and face the expectation of achieving career milestones quickly, which can lead to exhaustion and burnout. In my article on combating ageism in the workplace, I discuss the importance of fostering an inclusive work environment that values the skills and contributions of employees of all ages. By promoting diversity and equal opportunities, organizations can reduce age-related biases and create a more supportive atmosphere for all team members. In the international development sector, where the work is demanding and complex, addressing ageism is particularly crucial. Embracing a culture of inclusion and equality can enhance teamwork and boost overall productivity while reducing the risk of burnout among employees. To further mitigate burnout, organizations should also implement strategies such as providing support for mental health, offering flexible working arrangements, and recognizing employees’ efforts regularly.”
“There are a range of reasons for increased burnout in employees with desk jobs, although they differ by group. Women have always faced higher pressure to perform both at work and at home, which has not improved with increased remote working (that is, working from home). This is particularly prominent in families with younger children. Even when both partners work from home, most of the childcare and housework still falls on the woman. Workers under 30 have a different challenge including increasing economic uncertainty and job uncertainty due to the rise of AI and how this may, or may not, impact their jobs. In addition, many new entrants to the workplace are underprepared for the working environment, partly due to the increasing practice of working from home. An experienced worker will understand how to forge relationships in the workplace and how to communicate with both junior and senior staff. New entrants will find this difficult to navigate and will try to muddle through on their own without asking for guidance resulting in disappointing work output and stress. Going back to the office does make it easier to understand the challenges faced by staff and be able to provide the appropriate support.”
See also: Pros and cons of the 4-day working week in the development sector | Experts’ Opinions
Burnout also happens to employees who are not particularly content with what they are doing. For this reason, it is very important to find a job you like and bring value to it. In order to land your dream opportunity, DevelopmentAid suggests you become an Individual Professional Member. This way, you can access 8,500+ jobs, tenders and grants for individuals and many other tools.