![\"Indicators](\"https:\/\/sidewaysthoughts.com\/blog\/wp-content\/uploads\/2011\/09\/burnout-21.jpg\" "\\"Indicators")
<\/p>\nWhat causes burnout? Is being a workaholic bad? What are the variables to maintaining work-life balance? I find answers in research that points to play and personal projects as possible prescriptions.<\/p>\n
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Nigel Marsh<\/a> shared in his Ted talk<\/a> how he took a year off when he turned 40 to take stock of his life and better understand work-life balance.\u00a0 The outcome, he states, was that \u201cI found it quite easy to balance work and life when I didn\u2019t have any work<\/em>\u201d.\u00a0 Similar to my experience in 2009<\/a>, I can attest to this revelation as I dive into research during my current three-week break.<\/p>\n Burnout\u2019s common indicators are generally defined as:<\/p>\n Variables that can both contribute towards and mitigate burnout include:<\/p>\n Individual personality also plays a large part. Research shows<\/a> traits such as emotional stability, positive affectivity, proactive personality, and hardiness all reduced the likelihood and intensity of burnout. Interestingly, while stress is associated with burnout and higher optimism can reduce stress, other research indicates<\/a> that optimism itself is not enough to mitigate burnout.\u00a0 Simply being positive is not the answer.<\/p>\n Burnout is cumulative, and the impacts from home are negligible.\u00a0 In a three-year study of 2,555 participants<\/a>, excessive job demands reduced organisational commitment and predicted future depression, while the contribution from home demands had limited effect.\u00a0 In another two-year study of 2235 participants<\/a>, conflicts between home and work time vying for priority in year one predicted burnout in year two.\u00a0 A mitigating factor was when disengagement from work was used as a coping mechanism, allowing more priority on family time.<\/p>\n Measurement is not an exact science and the assessment varies by culture, but researchers<\/a> have pegged burnout as affecting 4 to 7 percent of working populations. \u00a0Research<\/a> also infers burnout being responsible for a 4 to 8 percent variance in job performance.\u00a0 Another study<\/a> isolated impacts on cognitive failures, such as decision making and attention spans.\u00a0 These outcomes place the topic in the sights for organisations looking for percentage gains in efficiency and effectiveness.<\/p>\n The term \u201cworkaholic\u201d is used as a typical explanation for the burnout condition and one applied to my own person on occasion.\u00a0 But what does it mean to be a workaholic and is that a bad thing in a demanding commercial society?<\/p>\n A workaholic is defined by two factors:<\/p>\n Interestingly, research finds<\/a> that only the inability to detach from work is associated with burnout.\u00a0 The hours alone do not mean you are headed down a burnout path if the variables mentioned above are in balance (workload, control, reward, etc.).<\/p>\n People often infer health issues for the workaholic.\u00a0 However, related to the influence of personality on burnout, another study<\/a> found health issues are less likely if the workaholic is enthusiastic.\u00a0 The study also did not find correlation between health issues and an obsession with work.\u00a0 It appears you can put the time in so long as you find a way to detach.<\/p>\n Commercial success demands hard work, while at the same time individuals are inspired to give their all for something greater than themselves.\u00a0 The research above shows that hard work and a focus on the end goal are not bad in themselves.\u00a0 However, if you cannot detach from your work and if the variables in your situation are not appropriate, burnout is likely.<\/p>\n Further research shows us the answer can be found in play and personal projects. A study of business executives<\/a> found that health and wellbeing improved with those who intentionally play outside of work.\u00a0 The study found the effects improved with those who were particular and inflexible about their play activities, speaking to boundaries and control.<\/p>\n Other research finds that the likelihood of burnout decreases with self efficacy<\/a> (belief one can do the task at hand) and job involvement<\/a>. It is not surprising then that engagement with personal work projects is higher<\/a> for those coming out of a burnout state. Engagement is then sustainable through ownership of these projects and confidence driven by personal success.<\/p>\n I do not want to feel punished for being motivated and driven, but balance is critical.\u00a0 From an organsiational perspective, we need to ensure we get the variables right and build in ownership for both play and personal projects.\u00a0 This needs to be supported by a personal committment to disengage when appropriate and identify those things that refill personal energy. Research shows that if we get this right, we will keep our fires going.<\/p>\n","protected":false},"excerpt":{"rendered":"Burnout is bad<\/h2>\n
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Is Workaholic such a dirty word?<\/h2>\n
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Solution: Play and personal projects to keep the fires burning<\/h2>\n
![\"Keeping](\"https:\/\/sidewaysthoughts.com\/blog\/wp-content\/uploads\/2011\/09\/burnout-11.jpg\" "\\"Keeping")
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