Market size analysis for Burnout



Market size analysis for Burnout


The purpose of this document is to brief the analysis of the Burnout.



Book Cover1


The below points have been covered under this study,


1. Market Research for Burnout


2. What is Burnout


2.1 Job burnout: How to spot it and take action


2.1 Job burnout: How to spot it and take action


2.2 What causes job burnout?


2.3 Who’s at risk of job burnout?


2.4 What are the consequences of job burnout?


3. Burnout and Stress-related and psychological disorders in Great Britain 2014


3.1 Industry and Occupation


3.2 Half of UK media and marketing workers ‘on brink of burnout’


4. Physician Stress and Burnout Survey Results


5. Office Burnout: His vs. Hers


5.1 Why Millennial Women Are Burning Out At Work By 30


6. Pastor Burnout by the Numbers


7. Burnout rate spikes as India Inc battles stress


8. Burnout Is Everywhere — Here’s What Countries Are Doing To Fix It


9. Burnout Stats


9.1 Top 3 sources of stress reported by U.S. adults in 2014


9.2 Top 3 sources of stress among U.S. teenagers in 2013


9.3 Prevalence ot most extreme burnout in selected countries in 2014, by financial organization


9.4 Percentage of bankers with burnout syndrome in selected countries as of 2014


9.5 Impact of stress on work attendance reported by employees in North America in 2013



Burnout Symptoms Treatment


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1. Market Research for Burnout


• The Stress in America survey results show that adults continue to report high levels of stress and many report that their stress has increased over the past year – American Psychological Association.

• 75% of adults reported experiencing moderate to high levels of stress in the past month and nearly half reported that their stress has increased in the past year – American Psychological Association.

• Approximately 1 out of 75 people may experience panic disorder – National Institutes of Mental Health.

• Stress is a top health concern for U.S. teens between 9th and 12th grade, psychologists say that if they don’t learn healthy ways to manage that stress now, it could have serious long-term health implications – American Psychological Association.

• 80% of workers feel stress on the job and nearly half say they need help in learning how to manage stress. And 42% say their co-workers need such help – American Institute of Stress.

• Stress levels in the workplace are rising with 6 in 10 workers in major global economies experiencing increased workplace stress. With China (86%) having the highest rise in workplace stress – The Regus Group

• Alarmingly 91% of adult Australians feel stress in at least one important area of their lives. Almost 50% feel very stressed about one part of their life – Lifeline Australia.

• Australian employees are absent for an average of 3.2 working days each year through stress. This workplace stress costs the Australian economy approximately $14.2 billion – Medibank

• An estimated 442,000 individuals in Britain, who worked in 2007/08 believed that they were experiencing work-related stress at a level that was making them ill – Labour Force Survey.

• Approximately 13.7 million working days are lost each year in the UK as a result of work-related illness at a cost of £28.3 billion per year – National Institute for Health and Clinical Excellence.

• Depression is among the leading causes of disability worldwide – World Health Organization

• Fewer than 25% of those with depression world-wide have access to effective treatments – World Health Organization.

 Too much work, too little money and not enough opportunity for growth are stressing us out on the job, according to a new survey from the American Psychological Association. One-third of employees experience chronic stress related to work, the survey found. Women report higher levels of work stress than men, as well as a gnawing sense that they are underappreciated and underpaid.


• Fifty-four percent of the 1,501 employed adults surveyed say they feel they are paid too little for their contributions, and 61% said their jobs don’t offer adequate opportunities to advance. Only half of the adults polled said they feel valued at work.


• The annual survey, conducted in January and released Tuesday, found the proportion of chronically stressed individuals has shrunk to 35% this year, compared with 41% in 2012, suggesting an improving economy and job market are making some people’s work lives easier. But smaller percentages reported satisfaction with their jobs and work-life balance compared with 2012—two areas that had been on the upswing.


• Women’s stress is rising as families rely more on women’s earnings. An employed wife’s contribution to family earnings has hovered, on average, at 47% since 2009. But in that year, it jumped from 45%—the biggest single-year rise in more than two decades, said Kristin Smith, sociology professor at the University of New Hampshire. The comparable figure in 1988 was 38%


• When looking at executive burnout or derailment, the numbers should cause any board member, executive, CEO, or other interested party to pause. Over 60% of individuals in what are considered executive positions reported feelings of high stress and anxiety on a regular basis. More than 75% of executives in non-profit organizations claimed that they couldn’t see themselves in the same job in five years.


• But the numbers of people who leave their positions are not the entire story when it comes to executive burnout and stress. The full story comes from sick days taken for psychological stress-related excuses and health care costs. The average executive’s health costs are 50% higher than middle management.


• More than 60% or work absences last year alone in the United States were attributed to psychological stress and other related issues. This costs the industry in America more than $57 billion per year. In Japan, there were over ten thousand (10,000) reported deaths as a result of overworked and stressed executives. The numbers are absolutely staggering.


• Executive stress and burnout simply does not have to occur in the manner that it does. These executives are not being overly sensitive. The climate of modern business has changed in the past twenty years. It is no longer a local, regional, or even national marketplace, but a global economy and decisions that are made today can affect the business tomorrow. Global competition puts an incredible amount of pressure on executives. This is what pushed them to suffer from executive burnout and derailment.




2. What is Burnout


• Work stress is the most prevalent health problems these days .Burnout is often used to characterize a reaction to prolonged work stress, especially feeling of emotional exhaustion, which are believed to the core of burnout.


• Employees experiencing burnout often feel like they have lost control and an employee that is sick of the workplace may experience exhaustion and even illness. Burnout can be described as “the extinction of motivation or incentive, especially where one’s devotion to cause a relationship fails to produce the desired results,” and is a stress related state.


• Burnout has a wide range of possible symptoms as well as causes. Symptoms include, but are not limited to, powerlessness, hopelessness, detachment, irritability, despair, apathy, frustration, feeling trapped, isolated, detached, emotional exhaustion and cynicism.


• Some countries keep statistics on burnout. In Germany, where burnout is covered by some insurance policies, 5% of the population between 25 and 45 years of age are being treated for burnout. In the Netherlands, roughly 10% of the workforce is burned out at any given time, with teachers and primary care health professionals most burned out. Statistics are not complete in the USA for various reasons of data privacy


2.1 Job burnout: How to spot it and take action


Discover if you’re at risk of job burnout — and what you can do when your job begins to affect your health and happiness. By Mayo Clinic Staff


• Job burnout is a special type of job stress — a state of physical, emotional or mental exhaustion combined with doubts about your competence and the value of your work. If you think you might be experiencing job burnout, take a closer look at the phenomenon. What you learn may help you face the problem and take action before job burnout affects your health.


 Could you be experiencing job burnout?


Ask yourself the following questions:


• Have you become cynical or critical at work?


• Do you drag yourself to work and have trouble getting started once you arrive?


• Have you become irritable or impatient with co-workers, customers or clients?


• Do you lack the energy to be consistently productive?


• Do you lack satisfaction from your achievements?


• Do you feel disillusioned about your job?


• Are you using food, drugs or alcohol to feel better or to simply not feel?


• Have your sleep habits or appetite changed?


• Are you troubled by unexplained headaches, backaches or other physical complaints?


2.2 What causes job burnout?

Trade Crop


Job burnout can result from various factors, including:


• Lack of control. An inability to influence decisions that affect your job — such as your schedule, assignments or workload — could lead to job burnout. So could a lack of the resources you need to do your work.


• Unclear job expectations. If you’re unclear about the degree of authority you have or what your supervisor or others expect from you, you’re not likely to feel comfortable at work.


• Dysfunctional workplace dynamics. Perhaps you work with an office bully, you feel undermined by colleagues or your boss micromanages your work. These and related situations can contribute to job stress.


• Mismatch in values. If your values differ from the way your employer does business or handles grievances, the mismatch may eventually take a toll.


• Poor job fit. If your job doesn’t fit your interests and skills, it may become increasingly stressful over time.


• Extremes of activity. When a job is always monotonous or chaotic, you need constant energy to remain focused — which can lead to fatigue and job burnout.


• Lack of social support. If you feel isolated at work and in your personal life, you may feel more stressed.


• Work-life imbalance. If your work takes up so much of your time and effort that you don’t have the energy to spend time with your family and friends, you may burn out quickly.


2.3 Who’s at risk of job burnout?


You may be more likely to experience job burnout if:


• You identify so strongly with work that you lack a reasonable balance between your work life and your personal life


• You try to be everything to everyone


• You work in a helping profession, such as health care, counseling or teaching


• You feel you have little or no control over your work


• Your job is monotonous


2.4 What are the consequences of job burnout?


Ignored or unaddressed job burnout can have significant consequences, including:


• Excessive stress


• Fatigue


• Insomnia


• A negative spillover into personal relationships or home life


• Depression


• Anxiety


• Alcohol or substance abuse


• Heart disease


• High cholesterol


• Type 2 diabetes, especially in women


• Stroke


• Obesity


• Vulnerability to illnesses




3. Burnout and Stress-related and psychological disorders in Great Britain 2014


• The below information relates to burnout statistics for 2013/14. The document can be found at:


• The total number of cases of work-related stress, depression or anxiety in 2013/14 was 487 000 cases (39%) out of a total of 1 241 000 cases for all work-related illnesses.


• The number of new cases of work-related stress, burnout, depression or anxiety in 2013/14 was 244 000. The rates of work-related stress, depression or anxiety, for both total and new cases, have remained broadly flat for more than a decade.


• The total number of working days lost due to work-related stress, , burnout depression or anxiety was 11.3 million in 2013/14, an average of 23 days per case of stress, depression or anxiety.


The industries that reported the highest prevalence rates of work-related stress, , burnout, depression or anxiety (three-year average) were human health and social work, education and public administration and defence.


• The occupations that reported the highest prevalence rates of work-related stress, , burnout, depression or anxiety (three-year average) were health professionals (in particular nurses), teaching and educational professionals, and health and social care associate professionals (in particular welfare and housing associate professionals).


• Estimated prevalence (total cases) and incidence (new cases) rates of work-related stress, depression or anxiety in GB, for people working in the last 12 months


Source: Labour Force Survey (LFS) Note: No ill health data was collected in 2002/03 or 2012/13.




3.1 Industry and Occupation


• The industries with the highest estimated prevalence rate of work-related stress in GB averaged over the last three years (2010/11, 2011/12 and 2013/14) were as follows;


• Human health and social work activities with 2 060 cases per 100 000 people working in the last 12 months, education with 1 720 cases per 100 000 people, and public administration and defence with 2 030 cases per 100 000 people working in the last 12 months.


• These industries have statistically significantly higher estimated prevalence rates of work-related stress than across all industries averaged over 2010/11, 2011/12 and 2013/14.


• When comparing the estimated prevalence rates of work-related stress in these three industry areas with the average of the previous three year period (2007/08-2009/10) there has been no statistical significant change.


• The occupations with the highest estimated prevalence rate of work-related stress in GB, averaged over the last three years (2010/11, 2011/12 and 2013/14) were as follows.


• Welfare and housing associate professionals with 2 830 cases per 100 000 people working in the last 12 months, nurses with 2 630 cases per 100 000 people, teaching and education professionals with 2 310 cases per 100 000 people, administrative occupations: government and related organisations with 2 310 per 100 000 people and customer service occupations with 2 160 cases per 100 000 people working in the last 12 months.


• These occupations have statistically significantly higher estimated prevalence rates of work-related stress than across all occupations averaged over 2010/11, 2011/12 and 2013/14.


• When comparing the estimated prevalence rate of work-related stress for these occupations with the average of the previous three year period (2007/08 – 2009/10), there has been no statistical significant change.


Burnout from Stress


3.2 Half of UK media and marketing workers ‘on brink of burnout’, Published by Sally Hootonon April 14, 2015 10:00 am


• The Easter break is long over and media and marketing workers are returning to high stress levels, according to a new Regus report.


• Almost half of the UK’s workforce in this sector (48%) say they are closer to burning out than they were just five years ago. This level is consistent with the UK cross-sector average which is also 48%, according to the report that canvassed more than 3,000 of the UK’s business people about their work environment. The top triggers of workplace stress in the media & marketing sector are lack of exercise, feeling understaffed, job insecurity and deadline demands.


• However, with the pressure on to find ways of reducing stress, many workers believe one way of easing the tension is a break from the main office – at least some of the time. A significant majority of respondents from the media & marketing sector – 70% – found a change of scenery such as working from another location to be a good stress reliever.


• In fact, having the freedom to occasionally work away from the main office is seen as a key factor in achieving a good work-life balance; two-thirds (66%) of respondents believe workers who have this flexibility are happier. The experiences of those lucky enough to be able to work flexibly further support this: 65% say they are more content now that they work outside the main office some of the time.


• Similarly, freelance workers also tend to be more relaxed, according to the research: 57% of those questioned said they think freelance workers, with their freedom to change location and set their own hours, are less stressed than regular staff.


• Richard Morris, UK CEO at Regus, said: “Stress levels are mounting in the workplace as a result of various factors; workers feel deskbound and under-resourced.


• “Dedicated workspaces offer the flexibility to work in a variety of locations. This is the future of work and brings a number of benefits including improved productivity and employee well-being.”





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Cure for Burnout Stress

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Burnout Recovery Solutions That Work

Burnout Signs Dealt With

Burnout Signs Symptoms

Dealing with Work Stress Burnout

Recovering from Severe Burnout

Work Stress Burnout Busting

Burnout from Stress


4. Physician Stress and Burnout Survey Results




• The survey respondent profile largely mirrored the national active physician profile as measured by AMA 2009 Physician Masterfile1 data. The 2069 completed surveys represent a 99% confidence level with a +/- 3% margin of error against an active physician population in the US of about 750,000.


• The survey respondent sample skewed more toward non-primary care practices than the national active population by 11.1 percentage points, possibly reflecting the somewhat younger skew of this survey sample and the trend away from primary care in more recent medical school graduates.2 With regard to where the survey respondents practiced, the distribution very closely reflected that of the national active physician population on a regional basis, based upon US Census regions.


• The survey respondents were slightly over-represented in the Midwest and Northeast, and slightly underrepresented in the West and South. With regard to gender, the survey respondent sample was more skewed toward females compared to the national active physician database for physicians As noted above, the age of the survey respondent sample skewed younger compared to the national active physician profile whose age was known: Less than 40 40-59 Years 60-plus Total Survey Sample 35.0% 54.0% 11.0% 100.0% AMA Active Physicians (age known) 18.0% 57.3% 24.7% 100.0% Although the middle range is within 4 percentage points of each other, the more significant differences were seen in the youngest and oldest cohorts.


• The average age of the sample was 45.3 years. The average number of years in practice for the survey respondent sample was 13.1 years. The clear majority of sample survey respondents were employed by hospitals (41.3%), followed by those who were in a single-specialty practice (24.9%) or multi-specialty practice (16.1%). The vast majority (79.7%) of survey respondents were employed full-time with one employer.


• Prevalence of Stress and Burnout: Stress and burnout are extremely prevalent, with almost 87% of all respondents identifying themselves as moderately to severely stressed and/or burned out on an average day using a 10-point Likert scale, and 37.7% specifying severe stress and/or burnout. Put another way, 70.4% of the upper 50th percentile reported feeling stressed and/or burned out on a daily basis compared with 29.6% of the lower 50th percentile.


• The study clearly showed that not only is it prevalent, but stress and/or burnout is increasing. Almost 63% of respondents said they were more stressed and/or burned out than three years ago, using a 5-point Likert scale, compared with just 37.1% who reported feeling the same level of stress or less over that period. The largest number of respondents (34.3%) identified themselves as “much more stressed” than they were three years ago.




5. Office Burnout: His vs. Hers, Chronic Tension Hurts Mental Clarity; For Women, a ‘Tend and Befriend’ Response By LAUREN WEBER AND SUE SHELLENBARGER, Updated March 5, 2013 12:01 a.m. ET


• Women feel especially stuck and tense, the association survey indicates. Thirty-two percent of women said their employers don’t provide sufficient opportunities for internal advancement, compared with 30% of men. Women are more likely to feel tense during a typical workday, reporting more often that their employer doesn’t appreciate what they do.


• The annual survey, conducted in January and released Tuesday, found the proportion of chronically stressed individuals has shrunk to 35% this year, compared with 41% in 2012, suggesting an improving economy and job market are making some people’s work lives easier. But smaller percentages reported satisfaction with their jobs and work-life balance compared with 2012—two areas that had been on the upswing.


• Women’s stress is rising as families rely more on women’s earnings. An employed wife’s contribution to family earnings has hovered, on average, at 47% since 2009. But in that year, it jumped from 45%—the biggest single-year rise in more than two decades, said Kristin Smith, sociology professor at the University of New Hampshire. The comparable figure in 1988 was 38%.


• Emotional responses to stress often divide along gender lines, with men more likely to have a “fight or flight” reaction while women are more likely to have a “tend and befriend” response, seeking comfort in relationships and care of loved ones, according to research by Shelley E. Taylor, health psychology professor at the University of California, Los Angeles, and others.


• Physically, the body responds to stress by secreting hormones into the bloodstream that spur accelerated heart rate and breathing and tensing of muscles. People who experience stress as a positive often have increased blood flow to the brain, muscles and limbs, similar to the effects of aerobic exercise. Those who feel frightened or threatened, however, often have an erratic heart rate and constricting blood vessels. Their blood pressure rises and hands and feet may grow cold. They may become agitated, speak more loudly or experience lapses in judgment.


• Either way, too much stress is harmful to individuals and companies, says David Posen, a physician and author of the book “Is Work Killing You? A Doctor’s Prescription for Treating Workplace Stress.” “Chronic stress reduces all of the things that help productivity—mental clarity, short-term memory, decision-making and moods,” Dr. Posen says. Karen Herbison, 46, experienced symptoms of chronic stress after management changes in her department three years ago, and her management style was criticized as not tough enough, she says. She says she was told that while her bosses liked her, “there’s just something missing.”


• She stretched her 45-hour workweek to 55 hours. Even so, Ms. Herbison recalls. “I felt like I was doing everything wrong.” She began to experience insomnia and irritability, and she had heart palpitations at work. “I was short-tempered and yelling at my kids,” she recalls. “I felt like I was losing my mind.” She saw a psychiatrist briefly and decided, “I have to remove myself from the situation. This is not who I am.” Such a reaction isn’t uncommon in healthy individuals who leave a highly stressful situation. But if harmful levels of stress continue for too long, a person may lose the ability to relax, a condition linked in research to numerous health problems.


• Women tend to “internalize,” which contributes to their stress, says Lois Barth, a New York-based business and relationship coach. Many women hesitate to speak up for themselves or challenge behavior they see as unfair. “Women have to give themselves a voice,” she says.


• A survey released last week by the consulting firm Accenture found 75% of respondents work frequently or occasionally during paid time off. The most common activity was checking email—71% reported doing this—but 30% said they participated in conference calls, and 44% said they use these nominal days off to catch up on work. “The running joke is that you can take time off, but when you come back, you pay the price for it,” said Nellie Borrero, Accenture’s managing director of global inclusion and diversity.


5.1 Why Millennial Women Are Burning Out At Work By 30


• Young professional women may not relate to the financial struggles their Millennial peers are protesting against during the Occupy New York movement. After all, these ambitious go-getters are working as doctors, lawyers, engineers, and advertising executives, blessed with great salaries, health benefits, and paid vacation.


• But these women understand the protestors’ frustration and unhappiness over the fact that their lives aren’t supposed to turn out this way. This is why a growing number of young professional women who seem to “have it all” are burning out at work before they reach 30.


• These early career flameouts are reflected through the corporate ladder. Today, 53% of corporate entry-level jobs are held by women, a percentage that drops to 37% for mid-management roles and 26% for vice presidents and senior managers, according to McKinsey research. Men are twice as likely as women to advance at each career transition stage. One rationale is that men are more likely than women to do things that help their personal wellbeing at work, thus negating burnout, according to the Captivate Network. Men are 25% more likely to take breaks throughout the day for personal activities, 7% more likely to take a walk, 5% more likely to go out to lunch, and 35% more likely to take breaks “just to relax.”


• It seems relaxation is something Millennial women have never experienced. One reason that women are burning out early in their careers is that they have simply reached their breaking point after spending their childhoods developing well-rounded resumes. “These women worked like crazy in school, and in college, and then they get into the workforce and they are exhausted,” says Melanie Shreffler of the youth marketing blog Ypulse.


• Many also didn’t think of their lives beyond landing the initial first job. “They need to learn life is a marathon, not a sprint,” says Kelly Cutrone, president of People’s Revolution PR and author of “If You Have to Cry, Go Outside: And Other Things Your Mother Never Told You.” Ypulse’s Shreffler adds, “They expected things to be better now that they’ve arrived and made it. But instead they are starting over on the bottom rung and still striving. You can’t see the end of the tunnel because they are so many twists and turns. It’s impossible to see what life will be like in 20 years these days. It’s hard to look just 3-4 years in the future. They don’t know what they are striving for, which makes it really hard to move forward.”


• Even those who did plot out their lives past the initial first career have unrealistic expectations about full-time employment. It’s not as if these women expected their jobs to be parties and good times, but many underestimated the actual day-to-day drudgery. “College is nothing more than a baby-sitting service. These students are totally unprepared for the real world. The reality for women who want to work in PR is that they are going to be working with 24 catty [women] who will backstab and compete with them. No one will say thank you. You will eat lunch at 5 p.m. It sucks and it’s hard work,” says Cutrone.


• All of this unhappiness has left young women struggling over their next move. Simply quitting or changing careers isn’t an option because the education for their professional jobs has burdened them with substantial student debt. Also, while earlier generations may have opted out of the workforce through marriage or motherhood, these paths aren’t viable for these self-sufficient women, who either are still single or unwilling to be fully supported by men.


• Instead, Millennial women are tapping into their Type-A personalities to combat this fatigue. “It’s important to analyze what is causing the dissatisfaction,” says Purdue University’s Teri Thompson. “The old adage, ‘Out of the frying pan and into the kettle’ is filled with wisdom: often we leave a job because of unhappiness and in our zeal to get away, we fall right back into the same traps, the same situations.” Therefore, these women are requesting more flexible schedules or seeking different work responsibilities. Many are turning to therapists and prescription medicines, as well as explore alternative remedies, including acupuncture, yoga, and even psychics.


• Ultimately these women are going through the difficult realization that they may have to redefine their goals and come up with different measures of success in order to thrive in the corporate world, says Thompson. “It often takes many years to really understand one’s strengths and where one finds happiness. In a sense, I do think it’s unrealistic to assume a long sought-after job can bring one such happiness that one’s searching is done. We’re all a work in progress; new inputs—from new friends to new places visited—mean we’re constantly changing in our thoughts of what’s desired, what’s possible, what’s fun, what we want to do.”




6. Pastor Burnout by the Numbers


• According to the New York Times (August 1, 2010) “Members of the clergy now suffer from obesity, hypertension and depression at rates higher than most Americans. In the last decade, their use of antidepressants has risen, while their life expectancy has fallen. Many would change jobs if they could.”


o 13% of active pastors are divorced.


o 23% have been fired or pressured to resign at least once in their careers.


o 25% don’t know where to turn when they have a family or personal conflict or issue.


o 25% of pastors’ wives see their husband’s work schedule as a source of conflict.


o 33% felt burned out within their first five years of ministry.


o 33% say that being in ministry is an outright hazard to their family.


o 40% of pastors and 47% of spouses are suffering from burnout, frantic schedules, and/or unrealistic expectations.


o 45% of pastors’ wives say the greatest danger to them and their family is physical, emotional, mental, and spiritual burnout.


o Though I can find no specific statistics (I’m sure they are out there), the pastorate is seeing a significant rise in the number of female pastors.


o 45% of pastors say that they’ve experienced depression or burnout to the extent that they needed to take a leave of absence from ministry.


o 50% feel unable to meet the needs of the job.


o 52% of pastors say they and their spouses believe that being in pastoral ministry is hazardous to their family’s well-being and health.


o 56% of pastors’ wives say that they have no close friends.


o 57% would leave the pastorate if they had somewhere else to go or some other vocation they could do.


o 70% don’t have any close friends.


o 75% report severe stress causing anguish, worry, bewilderment, anger, depression, fear, and alienation.


o 80% of pastors say they have insufficient time with their spouse.


o 80% believe that pastoral ministry affects their families negatively.


o 90% feel unqualified or poorly prepared for ministry.


o 90% work more than 50 hours a week.


o 94% feel under pressure to have a perfect family.


o 1,500 pastors leave their ministries each month due to burnout, conflict, or moral failure.



7. Burnout rate spikes as India Inc battles stress


• MUMBAI: Growing incidence of lifestyle diseases, acidity and related gastrointestinal disorders at an early age among the working population is a clear pointer towards higher stress levels at the workplace, resulting in little or no “me-time” for the employee. Fatigue and stress to meet stretched targets at the workplace is being documented for a while now but the intensity has gone up several notches lately.


The result is burnout and it is increasing both in terms of quantum and intensity. Some human resource professionals believe it has gone up three times over the last two to three years. Dr P S Murthy, a consultant psychiatrist at Manipal Hospital in Bangalore, who has been practicing in the field for around 25 years, has seen a significant rise in the number of people affected by work-related stress and burnout.


The Towers Watson report, however, says that in the next three years, a majority 54% of companies aim to progress to a differentiated strategy, in which they customize for critical workforce segments and use organizational analytics to test the programme effectiveness. Progressive companies are using different means to ensure employees lead healthy lives. Citi India, for instance, has an annual fitness challenge wherein a participant is given a personalized goal. A mobile application records their daily physical activity which can range from walking and running to biking and swimming. The system converts these into ‘Citi fitness units’, which is a form of measurement used for the challenge, which can also be donated to select charity organizations. “A holistic approach has helped us maintain a flat medical insurance claims percentage over the last three years,” says Anuranjita Kumar, country human resources officer, Citi India.


Organizations have accepted that stress is now a part of life and the only way this can be eased is through flexi-timing, work-from-home policies and counselling. “We try and reduce the impact of stress that employees face through sporting activities in multiple cities once a year, where employees and their families participate and bond,” says Naina Panse, head, employee engagement, at HDFC Bank.


Typically, investment banking is an area where burnout is among the highest. Kaku Nakhate, president and country head, Bank of America Merrill Lynch, says there’s a huge focus in the firm on wellness and engagement, with employees participating in ‘stepathlon’ events.


Sanjay Bhandarkar, MD, global financial advisory, Rothschild is positive he hasn’t noticed any cases of burnout here. The organization culture, he says, is focused on ensuring that colleagues have a work-life balance. So people are encouraged to take vacations and are given time away from work to restrict the number of days of carry-over of leave. “I personally am very fitness conscious and so are a couple of other senior colleagues and that has also trickled down in the organization”. Not all are making their employees slog for longer hours. This year, one of HDFC Bank’s branch heads decided on an earlier closing time of 5 pm, but work did not suffer. It is learnt that the bank received some positive feedback on how people were now spending quality time with their families.




8. Burnout Is Everywhere — Here’s What Countries Are Doing To Fix It, The Huffington Post | By Margaret Wheeler Johnson


• Coined by German-American psychologist Herbert Freudenberger in 1974, burnout is broadly defined as “physical or mental collapse caused by overwork or stress.” It’s a universal condition, but different countries around the world have seen burnout manifest itself in different ways — from worker suicides in China and France to European employees taking sick days or even retiring early due to stress. And when it comes to burnout and its consequences, different countries have different ways of dealing with it, or not dealing with it.


• Here’s how a few states around the world have specifically addressed the issue — some more effectively than others:


• Germany: According to numbers compiled in 2011 by AOK, Germany’s largest insurer, almost one in 10 sick days Germans took in 2010 was related to psychological illness, nine times the figure in 2004.


In response, labor minister Ursula von der Leyen began a campaign to raise awareness, targeting small- and medium-size companies (larger companies, she said, were already taking steps to address the issue). In a 2012 interview with Agence France Press, von der Leyen estimated that worker stress costs German businesses 8 to 10 billion euros ($10.5 to 13.1 billion) in annual output due to workers taking time off or retiring early because they’re so run down. She said that the labor laws Germany has in place were adequate; the issue was that they weren’t being enforced. “It’s a trend that we have to do something about,” she said, but emphasized that it was up to employers and trade unions to implement change.


• France: Known for long lunches, five-week vacations and briefly implementing a 35-hour work week, the Gauls seem to have perfected a way of stress-free living that leaves ample time for rest and recreation. But they may not prioritize wellbeing as much as you’d think, at least when it comes to their corporations. Thirty-five France Telecom employees killed themselves in 2008 and 2009, and according to Gigaom, several left notes implicating work stress in their demise. Unions accused the company’s then CEO, Didier Lombard, of creating a work environment that held workers to impossibly high standards and forced managers to switch roles every three years.


• The United Kingdom: When a UK recruiting firm conducted a survey of HR directors earlier this year, 80 percent said they were afraid of losing top employees to burnout. That’s just one study, focused on white-collar workers, but the data suggest that the policies the UK has in place to prevent and address work-related stress aren’t as effective as they need to be. In a 2007 report on work-related stress, the Work Foundation, a London-based research institute, detailed the British government’s efforts to combat burnout. The UK Health and Safety Executive (HSE) created management standards to educate employers about work-related stress and make sure they are complying with requirements. Employers who don’t comply can face criminal charges or fines, and employees can also bring civil suits against them. However, due to an onslaught of cases, the HSE specified that workers would be awarded damages only when employees have notified their employers that they might be risk for health issues relate to work stress. Employers are only responsible for taking preventative action when a particular employee has identified himself or herself as vulnerable.


Starting in 2001, the HSE also implemented a 10-year plan called “Revitalising Health and Safety Strategy” whose goals included reducing worker stress. In a 2009 report on the initiative’s progress, the HSE stated that there had been no discernible change “in the proportion of people saying their job was very or extremely stressful between 2004 and 2009.”


• Japan: The Japanese are so familiar with the consequences of burnout that they’ve built it into their vocabulary. They have a word for burnout that leads to death, “karoshi.” They also have a word for suicide related to overwork, “karojisatsu.” For proven cases of karoshi and karojisatsu, the government awards around $20,000 to victims’ families, and employers can pay up to $1 million in damages. According to the International Labor Organization, between 1997 and 2011, thenumber of compensated cases of karoshi increased from 47 to 121, and the number of compensated karojisatsu cases increased from 2 to 66.


The rise in compensated cases may be due to a government reassessment of what constitutes karoshi. In 2000, after the Japanese Supreme Court ruled that karoshi had caused two drivers’ deaths, Japan’s Ministry of Health, Labour and Welfare formed a committee to rethink the standard for recognizing karoshi as a cause of death. Previously, only overwork within a week or a day of a given death made a death qualify as karoshi. The committee concluded that if death resulted from overwork over a longer period — 1 to 6 months — leading up to the fatality, it was also karoshi, and compensation should be awarded. In 2007, a district court ruling expanded the definition one more time to include death related to the excessive amount of overtime work employees are reportedly expected to put in at some of Japan’s largest corportations.


• China: In China, the word for death by overwork is “guolaosi.” Examples include factory worker suicides as well as deaths among young, white-collar strivers. In 2010, 14 workers at a Foxconn Technology factory in Wuhan, China committed suicide to protest low wages and long hours. In 2012, workers at the factory again threatened mass suicide, for the same reasons.


The epidemic of overwork in China became evident once more this year when 24-year-old Li Yuan, an employee at the Beijing offices of U.S.-based advertising firm Ogilvy & Mather died of a heart attack, after allegedly working until 11pm every night for a month. The Internet filled with rumors that Li Yuan had been worked to death. (Ogilvy denied them.) The public outcry echoed that following a case two years ago in which Pan Jie, a 25-year-old employee at PriceWaterhouseCoopers’ Shanghai office, died from acute cerebral meningitis. Many attributed the death to the grueling work schedule she tweeted about from her Weibo account.


A representative for Human Rights Watch, a New York-based nonprofit, told theWashington Times in 2010 that the problem in China isn’t an absence of laws protecting workers from unreasonable hours. It’s that the laws don’t get enforced. Other critics argue that the single most effective step the government could take to combat guolasi would be to allow all workers to form unions and negotiate for more humane schedules. China does allow employees of foreign companies to unionize, but the unions are state supervised and formed in a way that gives them very little bargaining power.


• South Korea: South Koreans also have a word for death from overwork, “gwarosa.” It was only in 2001 that Korea introduced the idea of a five-day work week — theirs had been six days long before. At that time, Koreans worked 2,499 hours annually, more than workers in any other nation in the Organization for Economic Co-operation and Development (OECD), a coalition of 34 countries with market economies. In 2004, South Korea began to implement the shortened work week for companies with more than 1000 employees.


Since 2000, the average number of hours Koreans worked annually has steadily declined, but in 2008, burnout was still a problem. That year, amid an economic downturn, then president Lee Myung-bak used his inaugural address to encourage Koreans to work harder.


• Latin America: In developing countries, workers are especially vulnerable to burnout because day-to-day tasks like cooking, paying bills, and local travel can be so time consuming and resource depleting. As detailed in a 2007 World Health Organization report titled “Raising Awareness of Stress at Work in Developing Countries,” access to infrastructure, technology and jobs also varies widely between urban and rural communities in these countries.


According to the report, governments in these countries do pay attention to worker well being, but regulations address physical rather than mental health and hazards:


Unfortunately, at present, there is no interest in regulating or developing guides for good practices focusing on ergonomics and psycho-social hazardous exposures such as high speed work, long working hours, and job insecurity in Latin American countries.


• The United States: So far, no government body has publicly addressed the ubiquity of burnout in the U.S. or its toll on public health. Americans work longer hours than workers in Australia, Canada and most of western Europe, and the U.S. is the only developed nation that doesn’t guarantee paid vacation. It’s also the only industrialized country that doesn’t guarantee paid parental leave.




9. Burnout Stats


9.1 Top 3 sources of stress reported by U.S. adults in 2014
This statistic displays the most commonly reported sources of stress among U.S. adults in 2014. An overwhelming 64 percent listed money as the primary source of stress in the United States. Stress can impact overall health despite a lack of awareness. High stress can weaken the immune system and cause exhaustion in the body.




9.2 Top 3 sources of stress among U.S. teenagers in 2013
This statistic depicts the most common sources of stress reported among U.S. teenagers in 2013. School was overwhelmingly the most commonly reported source of stress in teens, with 83 percent noting it as a source. Stress can impact overall health despite a lack of awareness. High stress can weaken the immune system and cause exhaustion in the body. Work is one of the most common sources of stress for adults.




9.3 Prevalence of most extreme burnout in selected countries in 2014, by financial organization
This statistic displays the categories in financial organizations with the most extreme levels of burnout in selected countries as of 2014. In the United Kingdom, persons employed in private equity were reported to experience the most extreme burnout symptoms within the financial sector. Burnout syndrome and work-related stress can impair a person’s physical and mental well-being.




9.4 Percentage of bankers with burnout syndrome in selected countries as of 2014
This statistic depicts the level of burnout experienced by bankers in selected countries as of 2014. In the United States, 46 percent of bankers reported feeling somewhat burned out, while 13 percent stated to have a total burnout. Burnout syndrome and work-related stress can impair a person’s physical and mental well-being.




9.5 Impact of stress on work attendance reported by employees in North America in 2013
This statistic displays missed work attendance in North America due to stress in employees in 2013. Of those surveyed, 31 percent of respondents reported missing 3 to 6 days of work per year due to stress. High levels of stress sustained for a long period can lead to impacts on both physical and mental health, which can also lead to impacts on the immune system. Work is a one of the most commonly reported sources of stress in adults.





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