Burnout: How the evolution of work has created a more complex issue

One major influence on burnout, according to u&u Recruitment Partners managing director Craig Sneesby, is digitisation. With phones and social media within arm’s reach at all times, we’re experiencing unprecedented access to technology, which affects our downtime.

“In a digital era, people are using their phones a significant amount more. Our research shows that if you’re a Gen Z, you’re probably spending upwards of 17 hours per week, so almost one day of your week, applied to social media. And I think the human body’s an incredibly resilient product, but at the end of the day, if you want to actually truly rest and recover, you actually need to turn the mind off,” Mr Sneesby said.

“So, it can help to find a more peaceful outlet for rest and recovery. You see some people say social media relaxes them, or watching something on their phone relaxes them, but it actually still activates the brain. So, for me, the burnout factor is beyond just the workplace, and it’s definitely a lifestyle adaptation compared to prior generations.”

Another key player in employee burnout is the rise of remote and hybrid working. In the post-COVID-19 era of work, where flexibility is king, the lines between home time and work time have been blurred. This can leave people with an always-on mentality towards work, which Mr Sneesby said can be unhealthy for wellbeing.

“The demarcation between work and leisure is blurred. So, you’re actually seeing more people drinking through the week. That was a by-product of COVID-19, which has an impact on an individual’s health, wellness and general wellbeing,” explained Mr Sneesby.

With the lines becoming blurred, so too has the state of leave entitlements. Research has shown that over the last few years, less and less annual leave has been taken. Mr Sneesby believes this is in part due to working from home, as many feel they’re “not at work” while working flexibly.

“The other thing we’ve noticed is very few people are actually utilising their annual leave. So, because people are working from home more, even though you’re working, it still feels like you’re potentially not at work,” he said.

While this may seem like a great way to save up leave, Mr Sneesby noted that it can actually lead to burnout complications as we’re not taking a proper break from work.

“We’re seeing people are spending less time actually taking quality annual leave and getting that true holiday, that true break from work. And I think that just means it’s this continuous drive in terms of the brain and feeling overall refreshment,” Mr Sneesby said.

“And personal leave at the same time. It used to be you’d come to work, if you’re unwell, you’d stay at home and you’d have a sick day. Now, people aren’t putting in the sick day; they’re just working while they’re sick. And as a result, they’re actually probably taking longer to recover from being sick, and they’re not getting that same recharge as what you would if you separate the reason for personal sick leave.”

Contrary to some discussions, Mr Sneesby believes that return-to-office mandates aren’t affecting burnout. With previous generations, as well as many frontline and blue-collar workers unable to take advantage of flexible working, this issue is rooted deeper than time spent onsite working.

“Generations have existed coming into work, go up to a hundred years. And keeping in mind, the coming to work is just a white-collar entitlement. The frontline workers, healthcare workers, blue-collar workers, they still go to work and get up at very early hours in many instances to do so,” Mr Sneesby said.

“This whole argument around the people burning out because of having to come to work, I think, can be dismissed on the basis of, it really is just a percentage of the workforce that actually is being asked to show up to work.”

The current state of the economy can also have a big impact on burnout. Mr Sneesby noted that external worries can impact our work capability: “People are probably having a little bit of mortgage stress in some parts. So that mental fatigue can actually play a part.”

All of these issues are playing a role in influencing the workforce. According to Mr Sneesby, with burnout comes turnover, causing skills shortages for companies. It’s up to leaders to implement policies that help address these issues, as well as individuals doing their part to promote self-care, if we’re to see burnout reduced.

Mr Sneesby concluded: “People are probably still pushing pretty hard in their jobs. Most employers are trying to balance that now with flexibility policies. But I think the factors of burnout expand far beyond the workplace. Downtime is critical.”