According to two experts, in many workplaces, burnout is still not identified in time, or the load cannot be addressed.
Exhaustion In Finland, the interest rate increased slightly in 2020 compared to the previous year. Research Professor Jari Hakanen The Department of Occupational Health says the matter was clarified How can Finland? survey conducted in the project.
– During the Corona period, work-related fatigue eased a bit in Finland. But by the end of autumn 2020, fatigue has increased slightly compared to the time before the corona, for both employees and those in management positions.
– There has been a bigger negative change on the motivation side, ie the suction of work has decreased and there has been a bigger decrease in boredom at work during the Korona period. The burnout of young people in particular has increased since the summer.
According to Hakanen, there have been no studies in Finland in recent years that have specifically examined the prevalence of burnout.
It is known that mental illness absences have increased dramatically in recent years. Kela’s statistics show that between 2016 and 2019, the number of people who received sickness benefits due to mental disorders increased by 43 percent.
– Exhaustion is not an official diagnosis, but an auxiliary code that can be recorded. Even when a person is exhausted from work, it often progresses to something else, typically depression. Therefore, it is not known with certainty the prevalence of burnout that led to sick leave, Hakanen says.
According to a 2011 national population survey, about a quarter of working Finns have experienced at least mild burnout. Hakanen believes that burnout has not decreased in recent years, at least from the figures obtained in 2011.
– There is no talk of any rare phenomenon. In many areas, work will have to be done with less resources and more will be done.
“Workers themselves typically experience terribly guilt”
Hakasen according to, working life has become more demanding and insecure, but it has also been counterbalanced by positive development trends.
– Yes, we have paid a lot of attention to this in the workplace, and we are aware of the problems. Workplaces on a large scale are wondering how to work smarter.
Hakanen believes that talking about burnout has become easier when the issue has been increasingly discussed in the media, for example. He sees that in working life today, people know how to take into account the burnout of employees better than, for example, some years ago.
Hakanen still believes that in many workplaces, the problem is still not identified in time, and employees themselves often do not realize that they take their different types of symptoms seriously at first.
– Workers typically say, after recovering, that they did not realize where they were going. That they were just trying to push work forward to clear up their responsibilities.
– There may also be a lack of skills in the workplace, ie they do not really know how to do anything to combat burnout at work. Not knowing how to change things or finding ways to change so that people don’t get so burdened. That we are in a terrible hurry, but when we are under these pressures and forced to do business.
Although there is a lot of public talk about burnout, burnouts themselves still typically feel guilt and stigma about their burnout.
– Before exhaustion, I may not have had the courage to raise the problem that I have too much work. Let’s feel like I’m choosing me or I’m a bad employee.
Before exhaustion, I may not have had the courage to raise the problem that I have too much work to do. Let’s feel like I’m choosing me or I’m a bad employee.
In the workplace there should be models of early support or care that record what to do when an employee has work ability problems. According to Hakanen, burnout is best prevented and treated by changing working conditions and managing employees so that there is everyday communication between the supervisor and the employee about how things are going.
He points out that burnout is not just the result of an employee having a lot of work, but a horizontal cup between how much effort and sacrifice a person makes and how much he or she gets from the work he or she finds important for himself or herself. This is one thing that can be addressed in the workplace.
Hakanen says that if there is a genuine atmosphere of community and fairness in the workplace, it is more difficult to exhaust in such terrain.
– Experiences of satisfaction, achievement, success, positive feedback, development, growth and a fair livelihood. This time largely predicts whether a person is exhausted. If there is a constant imbalance where a wild amount is required of a man, but he never receives recognition and praise, then it is a rather unsustainable equation.
“The phenomenon cannot be controlled”
Management and organizations researcher Charlotta Peninsula The School of Economics about Hanken also says that it is a positive thing that people dare to talk more about work exhaustion today than before and that there is also a lot of talk about exhaustion in the public debate.
– The issue has also been better taken into account in many workplaces, where different policies have been introduced to prevent burnout. However, these do not seem to be sufficient to prevent burnout, as, for example, according to Statistics Finland’s research, the fear of burnout has increased.
According to Niemistö, it is worrying that, regardless of the sector, policies and practices, such as occupational health services and the early intervention model, do not adequately address the worker’s situation, and the prevention of burnout remains largely the individual’s responsibility.
– People fall through these proactive actions and practices. On sick leave, you are away for a few weeks, but that is often not enough. You may be better off for a moment, but the threshold to go through the same phase of exhaustion again is lower.
– Although this is talked about more openly and more and the problem is being considered at different levels of organizations, the phenomenon is still not being controlled. Anticipation limps.
Although this is talked about more openly and more and the problem is being considered at different levels of organizations, the phenomenon is still not being controlled.
The headland is concerned about some normalization of burnout in working life. By this he means that, from the point of view of burnout, it has already become so common that it no longer startles, even though every case should startle.
– The thong is getting tighter all the time. We live in a constant rush, and we have a constant flood of information, and we should do many things at the same time. Studies say this cannot continue.
He sees that preventing burnout would require a significant change in work culture.
– So significant that I do not even know if such a possibility would be possible without comprehensive and multi-level cooperation towards a more sustainable working life.
According to Niemistö, individual employees are not able to change a burdensome work culture, and this is a challenge for individual organizations as well. It is, he said, a broader societal issue at stake in future working life and the adequacy of workers.
– The socially challenging thing is that we end up in our thirties, who may not return after a couple of times, and have to jump off the squirrel wheel and do something completely different. The question is, can we afford to get people retrained or retired?
Fear of burnout doubled
Institute of Occupational Health How can Finland? According to the survey, burnout symptoms in Finland increased slightly in 2020 compared to the previous year.
According to Statistics Finland’s working conditions survey conducted in 2018, the fear of burnout doubled from 2013. In 2018, 15% of wage earners felt that there was a clear risk of severe burnout, compared with 7% in 2013. 65% of wage earners either experienced burnout as a clear risk or thought about burnout at least occasionally.
Based on the results of the Working Conditions Survey, there has been an upward trend in mental symptoms in the 21st century. The most striking growth has been in young and early middle-aged women. Specialists and experts working in the social work and teaching work experience the greatest fatigue.
The number of people receiving sickness benefits based on mental health disorders has increased by 43% between 2016 and 2019. (Kelan Research Blog)
Source site www.is.fi