6 steps employers can use to help support employees with burnout or menopausal symptoms like burnout
Burnout is at an all time high across professions. The COVID-19 pandemic had a profound impact on people's lives in many ways, including increased work demands, social isolation, financial instability, and health concerns. These new stressors heightened everyone’s risk to burnout; a state of chronic stress that can result in emotional exhaustion, cynicism, and reduced job performance. The World Health Organization classifies burnout as a legitimate health condition characterized by “feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced professional efficacy” (1).
The long list of symptoms of burnout overlap with many symptoms of perimenopause, so how does a woman know if they are experiencing burnout, perimenopause, or both. Perimenopause can start as early as mid-30s; the average age is between 45 and 55 when most women are moving into management and leadership roles. Studies on increased levels of burnout and perimenopause symptoms is scarce; but literature has found menopausal symptoms to negatively affect the quality of women’s general well-being (2) , hot flushes and night sweats significantly associated with reduced work engagement, job satisfaction, and a higher intention to quit their job [3]. Many scholars have noted the association between the basic stress dimension of burnout – the exhaustion component where a person feels overextended and depleted of ones emotional and physical resources; to what may occur in the menopausal transition. The associated menopausal symptomology of difficulty sleeping, anxiety, depression, decreased physical strength and fatigue may increase a women’s emotional exhaustion level and ultimately affect job burnout (2).
1 in 4 women will experience serious menopause symptoms, which can last between 7 to 14 years during critical times in their career.
As an employer, it's essential to both recognize the signs of burnout and to understand that preventative healthcare needs for men and younger colleagues is different than the needs of women 40+. Employers should proactively take steps to help employees manage their stress levels. Here are 6 ways you can support employees with burnout:
1. Encourage self-care: Encourage employees to prioritize self-care activities that can help reduce stress, such as exercise, meditation, and spending time with loved ones.
2. Provide flexibility: Be flexible with work schedules and provide options for remote work if possible. This can help reduce the stress associated with commuting, long work hours, and balancing work and home responsibilities.
3. Offer mental health resources: Provide access to mental health resources, such as employee assistance programs, counseling services, or self-help resources.
4. Communicate frequently: Keep employees informed about changes to the workplace, policies, and procedures related to the pandemic. Frequent communication can help reduce uncertainty and anxiety.
5. Acknowledge and appreciate employees: Show appreciation for the hard work and dedication of employees. Recognize their contributions and celebrate their successes.
6. Provide opportunities for social connection: Foster opportunities for social connection and engagement, such as virtual team-building activities, online happy hours, or informal check-ins.
Remember that supporting employees is an ongoing process. It's important to regularly check in with employees, listen to their concerns, and adjust as needed to help them manage their stress levels and maintain their well-being.
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