It is not a phenomenon that arose from the pandemic, but it undoubtedly contributed to its aggravation: uncertainty and changes in the work environment, together with the use (and abuse) of teleworking, further blurred the separation between staff and professional. to the point where almost three out of four Spaniards admit that they cannot disconnect from work and almost half of them (45%) suffer from professional stress, according to a study carried out by health insurer Cigna on the global impact of coronavirus. If the stress becomes chronic, it can lead to burnt or burnout worker syndrome, a condition recognized by the WHO in 2019 and which, if left untreated, can degenerate into physical, emotional and even behavioral disorders.
Regardless of the group to which it belongs, “the pandemic has increased stress levels in all professions (…). The drastic change in routines and habits and the decrease in personal and collective resources to deal with them have caused an emotional drain that is not only due to burnt at work, but also in images of anxiety, depressive or anxious-depressive that can often overlap “, explains Andrés Córdoba, psychologist at BluaU in Sanitas. A phenomenon that occurred with greater intensity “in those professions with a higher treatment of the public, such as health care, medicine, psychology, teachers or social assistance” just before covid-19.
Where does “exhaustion” begin?
This disorder has its origins in prolonged exposure to stressful situations due to factors such as excessive workload, lack of motivation and recognition and toxic colleagues or a toxic work environment, among others. Circumstances that translate into “a feeling of physical and emotional fatigue, dissatisfaction at work and loss of commitment to the company,” says Carmen Rodríguez, director of Affor’s psychological intervention area, psychosocial well-being specialists. Symptoms that tend to occur more frequently among those involved especially in the company, feeling that their devotion is not sufficiently rewarded.
Lack of concentration and weakening of routines as a consequence of the pandemic can produce high levels of stress “which can be manifested by greater intolerance, difficulties in social communication or health issues such as sleep disorders, diet or fitness “, Says Roel Koppens, general manager in Spain of the company e-learning Goodhabitz. The phenomenon, now aggravated, affects the majority of workers to a greater or lesser degree, to the point that 67.58% of the active population in Spain show symptoms of anxiety such as nervousness, irritability and tension (present in 86% of workers); sleep disorders (84.7%); headache (68.8%) and feeling overwhelmed (61.5%), according to a recent study by Affor. All this can be seen in the use of anxiolytic and antidepressant drugs, which increased by 4.8% in 2020 (with peaks of up to 14% during the closure), more than double the previous year (when they increased with two%) .
“At Goodhabitz we saw a higher consumption of courses related to stress and uncertainty and that’s why we developed an interactive course so that, in just over three hours, a person can find out what ars, I know how to recognize the signs and what to do to prevent them, ”says Koppens. In just over two months, more than 50,000 Spanish workers have accessed this training through their respective companies and sectors. “As human resources and as companies, we have a social responsibility for the well-being of employees, but also to ensure the productivity and continuity of your organization,” he adds.
However, stress can be good if it is experienced in a controlled way: “When maintained at the right levels, stress responses help us to focus better and even be more productive. But when we exceed these levels – either in intensity or in duration – they produce the opposite effect: they become blocking, generating discomfort, “says Rodríguez. It should be remembered that stress at work causes almost 30% of sick leave in Spain and that, for this reason, work disabilities (6% of the total) last on average 83 days, according to the National Institute of Social Security.
Under the 2030 Strategy, some governments are already implementing actions aimed at caring for the mental health of their citizens. Thus, for example, the Protocol for the supervision of psychosocial risks at work, used in Chile since 2013 and which considers additional contributions for those companies with absenteeism rates above the national average, is highlighted as an indicator of psychosocial risk. . A very different situation than, for example, in Spain, where the ratio of psychologists per 100,000 inhabitants (6) is three times lower than the European average (18). Already in January 2020 (before the start of the pandemic), the Ombudsman called for an increase in resources for psychological care in the national health system.
How to prevent exhaustion
As this syndrome develops in the workplace, its prevention by organizations itself seems essential to strengthen employee engagement and motivation, to promote constant communication between the company and employees, and to avoid the development of emotional disorders (low self-esteem, depression, anxiety or inattention), behavioral (such as impulsivity and aggression) or physical (headaches, gastrointestinal or sleep problems, or cardiovascular disease) that affect your quality of life and productivity. Some actions that Goodhabitz experts summarize in six areas:
- Workload depending on the capabilities of the worker, so that he does not feel overwhelmed.
- Control: the company must promote autonomy with the necessary tools so that the employee does not distract.
- Reward: a job well done deserves proper recognition.
- Community: either physically or by video conference, it is the company’s responsibility to create a community with a positive environment.
- Justice: establishing a fair working system is a key factor.
- Values: the company needs to know the values of its employees, talk to them and check if they are aligned with those of the company.
Proper management of the company’s human resources (from management style to the existence of a career development plan and access to training programs) provides guarantees of well-being and minimizes the risk of burnt in the template. Teleworking, for example, requires a different type of leadership; one more focused on achieving results and objectives than on management by activity or time. And, although Spanish workers admit that they have a good relationship with colleagues (79%) and superiors (67%), only half (49%) enjoy training and professional development opportunities within their company. “However, you have to educate people to organize a day working from a distance, wherever they are. Other skills are needed and this is applied by very few people … Many of our clients talk about a fifth wave that will not be caused by the virus, but due to mental wear and tear, being burned and stressed by everything. what we leave behind, “warns Koppens.
What is work psychology?
This branch of psychology specializes in the work environment, both in terms of the person who performs his professional work, and the relationships with the rest of the team and the work environment. They are frequently integrated into the human resources departments of companies, with all that this entails and usually participate in staff selection tasks. trainer or career management, and its scope includes the development of so-called software skills (or light skills) and leadership processes to team and organizational dynamics.
The most common training for psychologists specializing in this field are master’s degrees in human resources, as a trainer of trainers and as headhunters. (headhunters)“But it’s important for them to have knowledge of emotional management, which is becoming increasingly crucial within the company,” explains Rodríguez, while “health training continues to be essential for the psychologist, no matter where he works.” .
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