A Fresh Look at Burnout
Myth #2: Burnout is a worldwide problem
Our second deep dive into Ceresa's proprietary talent and workplace insights focuses on burnout. Burnout is a term that has become synonymous with modern work culture, often described as a pervasive and growing issue.
However, recent data suggests that this narrative may not be as universal as it seems. There’s no denying that burnout is a significant problem in the workforce, but our data shows it may not be quite as widespread as commonly thought. At Ceresa, we believe it's crucial to look deeper into the nuances of workplace well-being and career satisfaction across various demographics and industries. Our insights challenge the broad-stroke assumption that burnout is a worldwide problem.
At Ceresa, a professional development firm, we conduct rigorous research to understand employee growth and resilience, which include insights into burnout. Through extensive data collection and analysis embedded within our mentoring and leadership programs, we create a secure environment for participants to set goals, address challenges, and receive honest feedback. This approach yields nuanced insights across diverse workforce segments—industry, age, gender, and parental status—enabling us to offer actionable recommendations for enhancing workplace well-being and productivity.
Our mission is to address the lack of representation in leadership, and we have spent years collecting data to inform the design of our programs. Last week, we addressed the ‘Age Time Bomb’ and untapped talent in the workforce. Today, we focus on the second myth, surrounding burnout and its true impact on the workplace.
Is Burnout a Worldwide Problem? Debunking the Myth
Contrary to the widespread belief, not all workers are on the brink of burnout. While there are pockets where well-being is a particular challenge, such as healthcare and finance, many workers remain resilient and focused on advancing their careers.
Insight:
Data from our comprehensive surveys reveal that a large proportion of the workforce is deeply invested in their professional growth. Employees across different age groups and industries continue to prioritize career development, despite the pressures they face.
Evidence:
In specific industries, well-being is indeed a significant concern. Healthcare professionals, for example, face high levels of stress and burnout due to the demanding nature of their work. Similarly, finance professionals often experience intense pressure and long hours, leading to lower satisfaction with their health and well-being.
Industry Differences: Retail has the lowest satisfaction with professional situations, while finance and healthcare workers report low satisfaction with health and well-being.
Satisfaction with Personal Aspects: Finance workers also experience a dip in satisfaction with their adventures, hobbies, and personal relationships. Healthcare workers have the lowest satisfaction with their financial situation.
Well-Being Focus by Age and Gender: There are significant differences in well-being focus between age groups and varying levels of satisfaction by gender, indicating that burnout is not a universal experience.
Well-Being Challenges Across Sectors
As mentioned, there are pockets where well-being is a particular challenge. Healthcare has the lowest satisfaction and the highest focus on well-being in their goals. However, all groups have a higher focus on career than well-being, and for tech, finance, and retail, there is also a higher focus on growing professionally. This resilience shows that people are still highly motivated and interested in opportunities for growth.
What this means for Employers
The implications for employers is clear: don't assume that all workers want to be protected from taking on more responsibilities. At a recent Ceresa workshop, senior managers discussed how they were protecting their teams from additional burdens without actually asking them about their capacity and appetite for growth. Ask people what their capacity and appetite is to push and grow more quickly! It's crucial to engage employees in these conversations about their willingness to push and grow, which allows them to take control of the trajectories of their careers.
One illustrative example is from Ceresa founder, Anna Robinson’s, own experience. When Anna was pregnant for the first time, her sponsor at her consulting firm asked if she wanted to push for an early promotion before her baby was born, or take a step back. This choice allowed her to take control of her career trajectory, and she was indeed promoted just three weeks before giving birth. What Anna deeply appreciated was being given the opportunity to make the choice.
Understanding that burnout is not a universal experience but varies by industry, age, and other factors can help employers tailor their strategies more effectively. By focusing on resilience and career growth, providing meaningful mentoring opportunities, and leveraging unique data insights, companies can better support their workforce.
The Role of Leadership in Addressing Well-Being and Burnout
Effective leadership plays a crucial role in addressing well-being and burnout. Leaders who are empathetic, communicative, and supportive can significantly impact their team's resilience and satisfaction. Providing opportunities for employees to voice their concerns and preferences regarding their workload and career development can lead to more engaged and motivated teams. We understand that this is a hard job for managers.
In a recent article for HR Drive, Kathryn Moody published some recent data reporting that, “Nearly 40% of those surveyed said pressure from leadership has increased since last year and 37% say pressure from direct reports has increased, too.” according to Perceptyx.
The survey also found managers are working to be better at their jobs. “70% said that they have acted on direct report feedback. And while 81% said they had formal training, a majority said they could use more coaching. Nearly 1 in 4 said they had not been coached at all… Luckily for employers and employees alike, coaching can have “cascading benefits,” Perceptyx said.
This is where we at Ceresa love to come in. Professional development and executive mentoring is our heart and soul. If you need to hire a company to help with leadership development, Ceresa has a wealth of knowledge and a community of leaders.
How Can Mentoring Help with Burnout?
Professional mentoring can significantly address the issue of burnout by providing several benefits:
Insight and Perspective: Mentors can offer insights into different industry norms and practices, helping mentees understand that burnout is not universal but can vary significantly across sectors like healthcare and finance. This understanding can alleviate the feeling of being alone in experiencing burnout.
Support for Well-being: Mentors can discuss strategies for improving well-being, based on individual circumstances and industry norms. This can range from time management techniques to stress reduction strategies, tailored to the mentee's specific challenges.
Career Growth and Development: Mentoring can focus on career advancement strategies that balance professional growth with personal well-being. Mentors can encourage mentees to assess their capacity and appetite for growth, empowering them to make informed decisions about workload and career progression.
Personal Empowerment: Mentors can empower mentees to take control of their professional journey, similar to the anecdote about pregnancy and career advancement. This can include advocating for their own needs, setting boundaries, and seeking support when necessary.
Overall, professional mentoring can provide a supportive framework for understanding, managing, and mitigating burnout by offering personalized guidance, evidence-based insights, and empowering mentees to prioritize their wellbeing alongside their career goals.
“I didn’t even know I could ask for help, until Ceresa came along” - Ceresa Mentorship Participant
In a Nutshell
The myth about burnout highlights the need for a discerning approach to talent development. Employers must recognize the unique aspirations and challenges of different age groups and create supportive environments that foster growth and engagement. At Ceresa, we are committed to supporting the next generation of leaders by providing nuanced, data-driven insights that help employers support their employees' professional and personal well-being. By investing in diverse talent and addressing the specific needs of various demographics, companies can create a more inclusive and dynamic leadership environment.
By attending to these misconceptions and implementing strategies that support employees' professional and personal growth, organizations can foster a more engaged, resilient, and high-performing workforce.
Reach out to us today to learn more about our comprehensive mentoring and leadership development programs designed to enhance well-being and productivity in your organization. Let's work together to create a healthier, more balanced workplace for everyone.
About Ceresa
Ceresa is a high-impact, tech-based solution for world-class mentoring and leadership development at scale. Grounded in research and inclusive by design, Ceresa supports leading companies that are committed to supporting earlier career talent and fixing the broken rung, including Walmart, Amazon, and Blackstone. Our programs are designed to provide comprehensive support across various demographics, including age, gender, and industry, helping organizations unlock the full potential of their workforce.
