Burn-out preventie op de werkvloer

What can you do to prevent burnouts in your company? Invest in burnout prevention.

The ideal situation in a work environment is that every colleague is comfortable in his or her own skin, can perform well and does his or her job with pleasure. Yet the number of burnout cases among employees is only increasing. What can you do about this? The answer lies in recognizing signals and prevention. In this article, we’ll discuss how.

Questions about burnout

HR professionals and managers spend a lot of time and attention on absenteeism due to illness. Absenteeism is easily measurable, and unfortunately also noticeable. In the event of a loss due to illness, there is always an effect on a colleague, the team, the department and perhaps also on a supplier, a customer, not to mention the customer! In short: absenteeism due to illness, especially long-term absenteeism such as burnout, is not desirable for anyone.

Often managers who have not foreseen an employee’s burnout are very surprised. Perhaps some small signals that could be explained afterwards had been noticed, but a burnout?

Many employers therefore have several questions when it comes to burnout, including:

  • How do I recognize the signals in myself?
  • What can I do to recognize the early signs of burnout
  • How can I protect an employee from burnout?
  • Which employee is more likely to experience burnout?
  • How do we cope with work if an employee is absent?
  • How do you prevent long-term absenteeism?

Which employees are more at risk of burnout?

Burnout candidates are characterized by a great drive to be very good, in combination with strong involvement and a great sense of loyalty and responsibility. You don’t often hear them complain. If things are not going well, they will go the extra mile and show nothing.

It is not surprising that valuable hard-working employees burn out. As a manager, you think that the ‘creaky cars’ are going to fall over, but suddenly that quiet, hard-working employee has dropped out.

Characteristics of an employee who gets a burnout

The characteristics of people who are more likely to burn out are mainly:

  • Very involved
  • Hard worker
  • Social
  • ‘Pleasent’
  • Likes to do something extra
  • packer

It is easy to imagine that it is extra sour that this employee drops out! These people usually go on to the bitter end. Once there is (forced) giving in to the physical complaints because it is really no longer possible, the proverbial man comes with the hammer. In that case, you will not see the employee again for a long time. The hormonal system of the body has taken over control to recover.

How can you prevent burnout in an employee?

If you know how to recognize the burnout signals, the most important step is to make the subject a topic for discussion. Often someone knows inside that things are not going so well, but speaking out loud confirms what such a person does not want at all: acknowledging that he or she is overwrought!

Therefore, ask about the invisible signals. Because when it becomes apparent in the workplace that someone is not doing well, this is preceded by a longer period of time during which less visible signals are present. These signals are hardly noticeable in the workplace.

Examples of invisible signals:

  • sleeping badly
  • to worry, to worry
  • no time for sports and hobbies
  • no need for social contacts
  • lethargy after a day’s work
  • no sense in family activities
  • household items or chores are left behind

Keep in mind that an employee prefers not to admit that he is not functioning optimally.

Burnout prevention in the organization
In practice, absenteeism policy is often aimed at reducing the number of sick reports and the duration of absenteeism. Paying attention to stress intervention is inevitable. Paying attention to stress prevention within the organization and jointly recognizing the importance and necessity with all employees is a must!

Burnout is a big problem. About 2.7 million employees work under high work pressure, almost 1 million employees suffer from burnout complaints.

This is how you reduce the burnout risk within the organization:
* Early detection of symptoms is a very good first action;
* Pay a lot of attention to discussing illness, feelings of work pressure and imbalance between work and private life;
* Stimulate the ‘feel good feeling’ with each other and as an organisation.

Burnout Prevention
The theme of burnout is very specific. We would like to help with burnout prevention in everyone’s organization. We are happy to share our expertise. Discover our form of prevention training that helps to make the organization burnout safe.


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