Burnout – Page 10 – SafetyAtWorkBlog

Banyan Health Group responds

Earlier this week, I paused an article on corporate burnout which used a media release from the Banyan Health Group as the catalyst. The group chose not to respond to some challenging questions but later reversed their position. Below are the responses of Ruth Limkin – CEO of The Banyans Healthcare Group to those questions. I thank Ruth and her team for their support

SAWB: The media release mentions chronic stress risk factors of “increased absenteeism, disconnected employee relationships, heavy workload and tight deadlines” and “longer hours”. The World Health Organisation has written that “Burn-out refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life”. What can an executive manager do to reduce or eliminate these factors and thereby reduce the need for personal psychological interventions? Should the businesses change the way they do business and change the expectations that they place on executives?

Corporate burnout and expecting too much

The Banyan Health Group issued a media release about company executives experiencing burnout in support of Psychology Week. I put some questions to the Group’s media contact from the occupational health and safety (OHS) perspective. The contact said that the Banyan Health Group members did not think they were best placed to answer the questions. [They have since chosen to respond and that supplementary article is available HERE]

That’s perhaps understandable, but we know that work-related mental health problems require a multi-disciplinary response involving personal and structural interventions as individual, social, and organisation factors contribute to poor mental health, of which burnout is part. Organisations that put themselves out there as subject matter experts and corporate workplace service providers to business should be able to respond to challenging questions. Below are statements from Banyan’s media pack and my questions.

WorkSafe Victoria’s new Mental Health Strategy is good but constrained

WorkSafe Victoria has launched a “Mental Health Strategy” aimed at preventing mental health at work. It is a good strategy that is hampered by its jurisdictional constraints. There is plenty of evidence on the causes of mental ill-health at work and what is required to prevent this hazard. Many of these controls exist outside the workplace, beyond the realm of any one government organisation, so it is disappointing that the Victorian Government did not release a Statewide mental health plan, especially as it has a Minister for Mental Health in James Merlino.

Revelations for wellness providers and workers

The Australian Financial Review (AFR) is Australia’s national newspaper on business issues. Recently its Editor Michael Stutchbury stated that he purposely focussed the newspaper on being business-friendly. This is understandable as businesses and employers, and entrepreneurs are the paper’s subscriber base and market, but sometimes articles can be too business friendly, and a recent article on burnout and the four-day-week may be an example. Thankfully the AFR article also included a brief mention of a more useful global survey about work in a time of pandemic.

The article, called “Pandemic burnout ignites argument for shorter workweek” (paywalled) included these quotes from a regular AFR contributor Reanna Browne on the possible mental health benefits of a four-day week:

“COVID has intensified these [mental health] issues and also given rise to new forms of workplace exhaustion such as wide-scale increases in working hours, alongside novel health challenges like digital load management and Zoom fatigue…”

Disconnecting is not easy but it is necessary

One of the best ways to maintain one’s own work-related mental health is to adhere to working hours and keep work communication to the hours you are contracted for. This is not rejecting the workload but is establishing boundaries that will offer a more sustainable job, career and mental health.

However, disconnecting is not as easy as that, and there are potential job or career impacts. These were recently discussed in an article in The Guardian written by Elle Hunt.

What is behind the fluctuation of mental health claims?

If you are contemplating running a survey about workplace health and safety, make it longitudinal. That is, structure your survey so that data can be compared over a long period of time by clearly defining your questions to the general rather than the topical. Topical questions can be included occasionally (they can freshen up a survey), but the core of the survey needs to be robust.

Recently Safe Work Australia (SWA) released the 6th edition of workers compensation claim data for psychosocial health and safety and bullying in Australia. It is a short statement of data that offers some interesting trends and continues the survey’s limitations.

Australia gets serious on psychological health at work

Below is an article written by Carlo Caponecchia and published originally on May 25 2021. Caponecchia is a leading figure in workplace psychological hazards and strategies. The article is reproduced with permission.

Employers are about to ramp up their efforts to protect mental health at work.

Last week, workplace health and safety (WHS) ministers from around Australia agreed to changes that will formalise what’s expected of employers in relation to mental health in Regulation.

These changes respond to a review of the model WHS laws by Marie Boland, former Executive director at Safework South Australia. The model WHS laws are a “blueprint” used since 2011 to make safety laws more consistent across the States and Territories.

Category: Burnout

Banyan Health Group responds

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Corporate burnout and expecting too much

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WorkSafe Victoria’s new Mental Health Strategy is good but constrained

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Revelations for wellness providers and workers

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Disconnecting is not easy but it is necessary

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What is behind the fluctuation of mental health claims?

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Australia gets serious on psychological health at work

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