‘Stress’ and ‘burnout’ are often used as interchangeable terms but it is important to know the difference. That is because these issues require different kinds of workplace support in order for the individual to heal and thrive. Find out the key signs of these conditions, as well as what managers HR professionals can do to prevent and support both.
Acute stress, chronic stress and burnout are overlapping conditions, yet there are also key differences. Each condition has its own set of symptoms that impacts on an individual's performance and wellbeing. Each also has its own set of solutions for dealing with it. That is why it is vital for HR professionals and managers to know the differences, so that they can provide the appropriate support and interventions.
To start with, it can help to understand how the human nervous system reacts to stress. This intricate system is designed to protect and preserve us from both real and perceived danger. It responds to threats by preparing the body to either fight, flee or freeze — a primal response that serves us well in immediate danger but can have profound implications when triggered persistently.
Understanding these responses is the key to discerning the nuanced differences between acute stress (which is short-lived), chronic stress (which accumulates over time) and burnout — the state of emotional, physical and mental exhaustion that emerges from prolonged stress exposure.
By understanding the workings of the nervous system, we can gain invaluable insights into why these states develop, what they look like and how they affect overall wellbeing. Most importantly, we can know how to best help individuals restore their balance and health.
Acute stress is the most common form and is usually a response to a specific, short-term challenge or pressure, for instance, delivering a presentation at work. It's often described as the body's immediate reaction to a new, challenging or threatening situation.
Acute stress is typically resolved once the stressor is removed or the situation is dealt with.
Chronic stress results from repeated exposure to stressors that feel insurmountable or to continual pressure over an extended period. This could include having a high workload with consistently tight deadlines.
Acute stress can slowly wear down an individual's resilience and coping mechanisms. Chronic stress can have profound effects on brain function, impairing decision-making, emotional regulation and motivation.
Chronic stress requires more than just immediate coping strategies. It may also necessitate changes in the work environment, as well as lifestyle adjustments and possibly professional help.
Burnout is a state of emotional, physical and mental exhaustion caused by prolonged and excessive stress. It occurs when an individual feels overwhelmed, emotionally drained and unable to meet constant demands.
At its core, stress activates our nervous system's fight, flight or freeze responses — mechanisms designed to protect us from harm. However, when stress is constant, these systems are pushed to their limits, leading to burnout. This state can be seen as the nervous system pulling the emergency brake, signalling an unsustainable situation. According to a 2010 study by Borritz et al, burnout can increase workplace absence by 57%.
Burnout is more severe and complex than acute or chronic stress, requiring significant intervention and potentially a change in job role or environment.
Recognising these signs early allows HR professionals and managers to intervene appropriately. This could involve offering support, resources for managing stress, changes in workload or responsibilities, or professional mental health support such as therapy. The key is to approach these situations with empathy, understanding and a willingness to find solutions that address the root causes of stress or burnout.
It is also important not to make assumptions — even if an employee shows one or two of the above listed signs, there may be other reasons not related to stress or burnout. That is why open and sensitive conversations are key. (Lumo’s 7 steps for handling difficult conversations is a useful guide for approaching this).
Stress recovery involves focusing on managing the stressors and enhancing the individual’s ability to cope with stressful situations. Strategies include:
Relaxation techniques: practices like deep breathing, meditation and yoga can help calm the nervous system and reduce immediate stress levels.
Physical activity: engaging in exercise releases endorphins, which are natural mood lifters that help alleviate stress.
Time management: learning to prioritise tasks and delegate when necessary can reduce work-related stress.
Developing healthy habits: ensuring adequate sleep, eating a balanced diet and maintaining social connections can improve overall resilience to stress.
Setting boundaries: clearly defining work-life boundaries to ensure personal time and space can prevent stress accumulation.
Recovery from burnout requires more profound changes, as burnout signifies a depletion of physical and emotional resources. Strategies include:
Taking time off: if possible, taking a break from work or reducing work hours can provide the necessary space to recharge.
Re-evaluation: reflecting on what led to burnout. Considering changes in job situation or career path if necessary.
Seeking support: counselling or therapy can help address the underlying issues contributing to burnout, offering strategies for emotional recovery.
Engaging in activities that refuel: pursuing hobbies, spending time in nature, or engaging in any gentle activity that brings joy can help restore emotional energy.
Workplace changes: discussing workload, seeking more control over work, or changing roles can address the root causes of burnout.
Mindset shifts: adopting a growth mindset and focusing on aspects of work that feel meaningful can help rebuild a sense of efficacy and purpose.
Building resilience: developing strategies to manage future stress and prevent burnout — such as mindfulness practices and strengthening emotional intelligence — are key.
Bear in mind that encouraging an individual experiencing burnout to simply “do more” — whether through self-help, self-care or making changes in their personal or professional life — can have unintended consequences. While well-intentioned, this approach may not address the root causes of burnout and could potentially exacerbate the situation.
While encouraging someone experiencing burnout to engage in more activities might seem helpful, it's crucial to approach their recovery with sensitivity to their current capacity and the underlying issues. A more supportive, holistic approach that includes rest, organisational change and professional guidance can be far more beneficial in addressing burnout effectively.
Burnout, much like an emergency brake, serves as a critical alert from our nervous system that immediate change is necessary. For HR professionals, understanding the complex interplay between work stress and physiological responses is the first step towards developing effective strategies to combat burnout. By adopting a proactive and informed approach, HR can address the immediate challenges of burnout. It can also foster a work environment that supports long-term employee wellbeing and organisational health.
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