The Happs!

Resources

• EEOC (Equal Employment Opportunity Commission) – The U.S. Equal Employment Opportunity Commission enforces Federal laws prohibiting employment discrimination. These laws protect you against employment discrimination when it involves: Unfair treatment because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. Harassment by managers, co-workers, or others in your workplace, because of your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. Denial of a reasonable workplace accommodation that you need because of your religious beliefs or disability. Retaliation because you complained about job discrimination or assisted with a job discrimination investigation or lawsuit.
• Petition – Laws and Regulations Needed to Prevent Burnout! Please click on the link to sign and share the petition to help bring awareness to federal and state labor departments about reducing burnout in the workplace.

Articles

• Prevention Magazine: Experts Say This Is When You Should Take a Mental Health Day Off Work. – Here is a statement for the article: “Taking a mental health day off work encourages you to distance yourself from the pressures of the typical daily stresses, such as, chronic work projects, strenuous school assignments, or extended caretaking of family members, says Dr. Ambrose. “When you’re mentally overwhelmed, your ability to focus and perform effectively often diminishes. 
• Health workers face mental health crisis, CDC says – According to the CDC report, harassment had major impacts on health workers’ mental health: Health workers who reported being harassed were 5 times as likely to report anxiety compared to those who were not. Those who faced harassment were over three times as likely to report depression and nearly six times as likely to report burnout, as well. Those consequences, however, are preventable with improved workplace policies and practices, the report says. The study found that health workers who trusted their management, had enough time to complete their work and received support from supervisors were less likely to report burnout.
• What’s the Difference Between Burnout and Depression? – Burnout and depression can have similar mental health impacts. Physical symptoms of burnout may even resemble depression and anxiety, but these conditions are very different. Knowing the difference between burnout and depression can help you figure out what you’re experiencing, so you can find relief sooner than later.
• America has a toxic workplace problem, and your boss may be to blame – When it comes to who gets blamed for the destructive behavior, 44% of respondents said their organization’s leadership was responsible. Nearly 40% of workers blamed their direct manager while about a third cited their colleagues. For employers, toxic workplaces can spell trouble for retaining talent long-term. More than half (53%) of those who’ve found themselves in toxic work environments quit, while another 22% reported they are actively trying to leave their organization. And women are far more likely to quit than men (58% versus 49%). 
• Toxic workplace cultures helped drive the Great Resignation, according to research published in the MIT Sloan Management Review in January 2022. Looking at employee data gathered during the first six months of the Great Resignation, researchers found companies with a reputation for a healthy culture experienced lower-than-average turnover.
• 16 Employee Burnout Statistics You Can’t Ignore – The impact of burnout on people and businesses has gotten a lot of attention in recent years. The World Health Organization (WHO) classifies employee burnout as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” 1). 75% of workers have experienced burnout, with 40% saying they’ve experienced burnout specifically during the pandemic. (FlexJobs) 2). 67% of all workers believe burnout has worsened over the course of the pandemic. (Indeed) 3). 36% of employees said their organization isn’t doing anything to help with employee burnout. (Eagle Hill Consulting) …
• Employee Burnout Report: COVID-19’s Impact and 3 Strategies to Curb It – When comparing year-over-year data, we find that burnout is on the rise. Over half (52%) of survey respondents are experiencing burnout in 2021, up from the 43% who said the same in our pre-COVID survey.  Fifty-three percent of millennials¹ were already burned out pre-COVID, and they remain the most affected population, with 59% experiencing it today. However, Gen Z¹ is now neck and neck: 58% report burnout, up from 47% who said the same in 2020. The pandemic’s toll is also more apparent among older generations: Baby boomers¹ show a 7% increase in burnout from pre-pandemic levels (24%) to today (31%). And at 54%, more than half of Gen Xers¹ are currently burned out — a 14% jump from the 40% who felt this way last year.
• Employee burnout for employers: costs, causes and cures – Reflect on your behavior: Do you send emails to your team member late at night or call them on weekends about work? Do you rarely push back when other departments or teams try to force their projects on your own? Are you rewarding hard work and long hours instead of focusing on results delivered? Do you treat some team members unfairly or struggle with your own work so much that you don’t have time to talk with or help your team? Sometimes, managers are at least partly responsible for staff burnout. Think on your management style, your behavior toward your team and what you do to actively support them. You might be surprised to find that, despite your good intentions, you might have neglected helping your team members adequately.
• Why You Need to Worry About Employee Burnout – Employee burnout can occur within any organization. Although there is a blend of causes for employee burnout, many are directly related to the employee’s role within the organization. Managers should avoid overwhelming their employees with responsibilities that go beyond the scope of what they were hired for. Another cause of employee burnout is not providing clear expectations to each employee. If the employee is unsure of his or her place in the organization, burnout is more likely to occur. Each employee should have an assigned role with set duties that are not open to interpretation.
• To Flourish, Humans Are Motivated by Four Universal Needs | Psychology Today – “Knowing about the Big 4 allows us to use them as a checklist for evaluating our current job, a possible promotion, or a potential new job. It’s not a must that our job satisfies all four needs, but given how much time we spend at work, it would be ideal if it did. The greater the extent to which all four needs are connected to your work, the greater your likely job satisfaction. To promote retention, job satisfaction, and professional development for those you lead or supervise, consider how the Big 4 needs relate to each person’s roles and tasks and modify accordingly.”
• Burnout dominated 2021. Here’s the history of our burnout problem. “At the dawn of the 1980s, burnout became a key term to describe the condition of frazzled, defeated American workers. Maslach soon developed a theory of burnout’s institutional causes, and Freudenberger’s 1980 book “Burn-Out: The High Cost of High Achievement” became a popular self-help guide. In 1981, the president of the air traffic controllers’ union cited “early burnout” as the first reason union members were going on strike for higher wages and a shorter workweek.
• Why Burnout is Hitting Women the Hardest
• Job Burnout: How to spot it and take action
• Biden signs law to support health care workers’ mental health “Health care professionals often forgo mental health treatment due to the significant stigma in both our society and the medical community, as well as due to the fear of professional repercussions,” said Angela Mills, chair of emergency medicine at Columbia University Vagelos College of Physicians and Surgeons. “This law will provide much needed funding to help break down the stigma of mental health care, providing education and training to prevent suicide, address other behavioral health issues, and improve well-being.”
• Biden-Harris Administration Awards $103 Million in American Rescue Plan Funds to Reduce Burnout and Promote Mental Health and Wellness Among Health Care Workforces
• House passes bill to address burnout, mental health of healthcare workers
• Psychology Today – 10 Ways To Beat Burnout
• Stop Framing Wellness Programs Around Self-care
• Burnout: A Review of Theory and Measurement “From this theoretical perspective, burnout is considered a developing condition, with a progressive reduction in levels of engagement, and evolves from enthusiasm to apathy.”

Connect and Engage

• Burn Bright not Out Pledge
• Check out the Connect and Support page for updates on connections and engagements!
• Sign the petition to spread the word about reducing burnout