When your body and mind send out warning signals: recognising and preventing burnout

What factors contribute to the development of burnout?

On the one hand, external factors in the workplace contribute to states of exhaustion: workplace conflicts, a lack of autonomy with little say in decision-making, a poor ‘fit’ between the workplace and the employees, and a lack of appreciation are proven risk factors. Historically, the shift from physical to mental work is also significant. In the past, work-related health problems were largely physical in nature, such as back or joint problems. Today, burnout and associated mental health conditions are becoming increasingly prevalent. Pressure to be productive has also intensified: between 2004 and 2022, gross domestic product per hour worked rose by 25 per cent.

In addition, internal risk factors also play an important role. In particular, certain personality traits such as perfectionism, high self-expectations or the life experience of being praised and loved solely on the basis of performance are associated with a higher likelihood of falling into a cycle of burnout. We are referring here to what are known as ‘stress amplifiers’.

When is it advisable to seek professional help?

On the one hand, this varies from person to person. Some people may have a supportive social network and do not necessarily need professional support, whilst others seek help early on because they are concerned about how they are coping. Of course, we recommend seeking help whenever the psychological strain is significant and you feel you are no longer making progress. The problem here is that people suffering from burnout, in particular, often feel they have to cope on their own and therefore usually seek help too late. In that respect, the correct answer is probably: better too soon than too late. Feedback from one’s social circle is also important. If friends or family members express concern about your state of health, you should take this seriously. It is relatively common for self-perception and self-assessment to be somewhat impaired in the context of burnout.

I’d also like to talk about preventative measures. What strategies can help those affected to prevent burnout?

These recommendations are linked to the risk factors mentioned above. On the one hand, therefore, it is a question of how the work situation is structured. This applies both to line managers and – in terms of ‘speaking up’ and taking responsibility – to the employees themselves. It is important for employees to be fully aware of their own risk factors for developing burnout. Only then is it possible to recognise early warning signs in themselves, such as sleep disturbances or irritability.

A good balance between the ‘life domains’ – that is, the various areas of life such as family, relationships, leisure activities, social circles, sport and work – has also been shown to be helpful. Focusing solely on just one of these areas is potentially detrimental. This ‘life domain balance’ strikes me as a more appropriate term than the much-cited ‘work-life balance’. After all, the ability to practise genuine self-care, to be sincere and honest with oneself, and to actively nurture relationships is of central importance.

What treatment options are available at the Centre for Mental Health?

Thanks to our centre’s close collaboration with the Zollikerberg Healthcare Community, we primarily treat patients referred to us by Zollikerberg Hospital, as well as residents of the Healthcare Community. Our patients often seek us out due to work-related stress, sometimes even before an actual mental health disorder has developed, which we generally welcome as a preventative measure. However, the symptoms are often already at an advanced stage, and specific therapy is required. This primarily involves psychotherapeutic approaches. Medication may be used as a supportive measure where appropriate, for example to treat sleep disorders. If more intensive treatment is desired on a temporary basis or is required, the Hohenegg Private Clinic, with its specialisation in ‘burnout and stress-related crises’, offers a suitable inpatient programme. This is covered by a service mandate from the canton.

Has the perception of burnout changed in recent years?

I generally sense a greater awareness of mental health issues, possibly also as a result of the coronavirus pandemic. The term ‘burnout’ has also become established in everyday language and, in my view, is sometimes used almost excessively. It seems to carry less of a stigma than, for example, the term ‘depression’. This means that people are talking more openly about mental health issues, which is generally to be welcomed. The downside, however, is that people with actual depression – and ultimately, these are the majority of our burnout patients – could face even greater stigma. Burnout is, to a certain extent, recognised by society as a ‘side effect’ of an extraordinary willingness to perform, whilst depression is still mistakenly understood as a lack of willpower.

Are there any occupational groups or life circumstances that are particularly vulnerable?

Traditionally, teachers, social care professionals and – importantly – healthcare workers are often cited. However, such data is also somewhat problematic. In principle, burnout dynamics can arise in all professions, precisely because, in addition to the external situation – that is, the work itself – individual factors relating to the person affected also play a role in its development. The conclusion that the healthcare sector is a problematic sector in which burnout occurs particularly frequently is certainly too simplistic. Nevertheless, it is of course important to take a close look and learn from this which factors are important in preventing burnout from occurring at all, or at least making it less common.