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Suddenly Burnout is ‘hot’. Last year, the European Commission (OSHA) published a report calculating the cost of work-related stress and concluded “Stress is the second most frequently reported work-related health problem in Europe.” Work-related health problems refer to (for example) mental health problems, cardiovascular disease, musculoskeletal disorders or diabetes, just to name a few on the list.
The cost in Euros in 2013 was estimated at €617 billion annually, comprising of factors such as absenteeism, health care costs, social welfare costs, and loss of productivity.
That’s kind of a big deal.
Belgium has now become the first country to create a law specifically addressing the prevention of burnout. It says that companies on Belgian soil must offer workers protection against psycho-social risks* (the fancy term used for risk factors affecting Burnout).
Governments such as in the Netherlands are trying to decrease burnout. Success seems far away though: in the Netherlands 1 in 8 workers (link goes to Dutch content) is facing a burnout (In Holland burnout has long been recognized as a work-related illness.)
So what’s missing? Well, often ‘reduction of absenteeism’ seems the common way to measure how “well” an organization is doing. That is a one-dimensional way of looking through the lens. What’s needed is for organizations to embrace mental and physical wellness of their employees in a broader, more long-term way. It should include strategies (from the top down) aimed at healthy ageing, harassment prevention, burnout recovery, integrative nutrition, and stress resilience, [anything else?]. Perhaps we should re-think Work-Life balance to Work-Life balance?
Ironically, at this point in time, the EU Commission that put the issue on the map in June, is now being asked to look at how well they are doing at protecting their own staff against burnout.
*Psychosocial risk is the risk of detriment to a worker’s psychological or physical well-being arising from the interaction between the design and management of work, within the organisational and social context (Cox and Griffiths, 2005).