tag:theconversation.com,2011:/uk/topics/work-related-stress-120874/articlesWork-related stress – The Conversation2024-03-07T22:57:33Ztag:theconversation.com,2011:article/2248622024-03-07T22:57:33Z2024-03-07T22:57:33ZToo much heat in the kitchen: survey shows toxic work conditions mean many chefs are getting out<p>Chefs are in hot demand. “Chefs, chefs, chefs! Virtually impossible to find anyone,” <a href="https://www.mbie.govt.nz/business-and-employment/employment-and-skills/regional-skills-leadership-groups/tamaki-makaurau/regional-workforce-plans/regional-workforce-plan-2023/regional-highlights/our-economy-industry-and-business-highlights/">lamented one Auckland restaurant owner</a> recently. Australia is seeing a similar gap, with chefs ranked the <a href="https://www.9news.com.au/national/australia-jobs-the-20-most-in-demand-professions-national-skills-commission/818fc635-6828-40e0-944b-385a0caef7d4#12">eighth most in-demand occupation</a>. Given this culinary skills shortage, we might expect such sought-after employees to be highly valued. </p>
<p>Apparently not. Our <a href="https://openrepository.aut.ac.nz/items/90384000-13f2-40ed-9809-70e2324410d6">new report</a> on chef wellbeing and working conditions shows chefs in Australia and New Zealand experience significant financial hardship and mental health issues, with many wishing to leave their jobs. </p>
<p>This has major implications for tourism, too, as jobs such as cheffing are “<a href="https://ojs.aut.ac.nz/7experiencessummit/7ES/article/view/36/36">keystone</a> occupations” in major destinations. When jobs can’t be filled, these places lose money. </p>
<p>Tourism <a href="https://www.1news.co.nz/2024/03/06/nz-is-tourism-booming-but-what-do-visitors-want-more-of/">revenue is booming</a>, with visitors reportedly seeking more scenery, history and culture. The food chefs prepare in cafés and restaurants forms an integral part of the tourist experience. But despite the laws of supply and demand, the situation for chefs is unlikely to improve without radical changes to work practices.</p>
<p>Our study is the first quantitative survey to examine working conditions and mental health issues among chefs in both Australia and New Zealand. The survey was distributed through professional culinary associations, and final responses were captured as Australasia emerged from COVID restrictions. </p>
<p>The survey also followed up previous Australian studies, which indicated <a href="https://theconversation.com/all-these-celebrity-restaurant-wage-theft-scandals-point-to-an-industry-norm-131286">exploitation was an industry norm</a>, with chefs experiencing <a href="https://intellectdiscover.com/content/journals/10.1386/hosp_00030_1">burnout and wage theft</a>.</p>
<h2>‘Banter, bollockings and beatings’</h2>
<p>The kitchen environment is well documented to be particularly harsh. As <a href="https://doi.org/10.1108/IJCHM-01-2017-0030">one British study</a> titled “Banter, bollockings and beatings” made clear, an often macho culture can prevail, including <a href="https://www.theguardian.com/world/2023/dec/29/top-chef-leaves-french-hotel-du-palais-biarritz-after-alleged-naked-hazing-of-kitchen-staff">bizarre induction rituals</a>. </p>
<p>An <a href="https://link.springer.com/article/10.1007/s00127-022-02229-7">Australian study</a> published in 2022 showed chefs were significantly more likely than the general population to commit suicide. And even before the pandemic, the industry’s <a href="https://www.restaurantnz.co.nz/2019/06/24/mental-health-in-the-workplace-the-last-frontier/">“toxic” workplace culture</a> was blamed for mental health issues and high suicide rates among employees.</p>
<p>Most of our chef respondents were men, with an average age of 37. They had been chefs for 16 years on average. Of these, 42% originally came from outside Australia and New Zealand, underlining the profession’s high mobility. </p>
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<p>The results reveal disturbing insights into chefs’ working conditions. It was surprising to find nearly half (44%) of our sample were in precarious employment, given the skills shortage. </p>
<p>Two-thirds (67%) of respondents worked more than 38 hours weekly, but a fifth of the chefs worked 52-61 hours. Of these, 6.33% worked 62 hours or more – well above New Zealand’s <a href="https://www.stats.govt.nz/news/8-hour-workday-remains-commonplace-in-new-zealand/">still commonplace</a> 40-hour work week, and Australia’s <a href="https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/introduction-to-the-national-employment-standards#:%7E:text=The%20minimum%20entitlements%20of%20the,to%20change%20their%20working%20arrangements.">legally prescribed</a> 38 hours. Despite the fast-paced environment, a quarter did not get their legally entitled breaks. </p>
<p>Economic insecurity was very evident. Financial hardship was reported by almost one in five chefs (15-20%), and a quarter of respondents went without meals due to financial pressure. That those who feed others struggle to feed themselves seems a dark irony.</p>
<p>Two-thirds also reported working when sick, an average of nine days each a year. Post-COVID, this should concern health professionals, policy makers and the broader community.</p>
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Read more:
<a href="https://theconversation.com/toxic-work-cultures-start-with-incivility-and-mediocre-leadership-what-can-you-do-about-it-204198">Toxic work cultures start with incivility and mediocre leadership. What can you do about it?</a>
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<h2>Leaving the industry</h2>
<p>The 2023 <a href="https://umbrella.org.nz/umbrellawellbeingreport/">Umbrella Wellbeing</a> report, which recorded New Zealanders’ perceptions of their workplaces and wellbeing, warns that long working hours and poor workplace cultures have adverse health outcomes, with New Zealand faring worse than Australia. </p>
<p>Nearly one in ten of the chefs surveyed suffered mental distress. Results showed high levels of physical and mental fatigue (“exhausted at work”, “emotionally drained”, “becoming disconnected”). </p>
<p>Respondents reported disrupted sleep and unhealthy lifestyles. Almost 15% of the sample consumed alcohol five or more days weekly, with 11.4% saying they had consumed hard drugs (LSD, cocaine, heroin, methamphetamine or ecstasy) in the past year.</p>
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<p>One in five hospitality professionals experiences depression according to charity <a href="https://www.theburntchefproject.com/">The Burnt Chef Project</a>. In a spoken-word performance for the project, poet and writer Joe Bellman describes “defeated faces and lifeless eyes” behind the kitchen door, where “breaking the human spirit is just company policy”. </p>
<p>The majority of respondents said they were likely (with 20% extremely likely) to look for a new employer during the next year. Many of these new jobs will be outside hospitality (which is classified within the overall tourism sector).</p>
<p>Another <a href="https://aut.ac/hetangata">report</a> commissioned last year by the New Zealand Ministry of Business, Innovation and Employment (MBIE) found a third of hospitality and tourism workers had high intentions of completely quitting the industries. Reasons included low pay and conditions, stress and toxic work environments.</p>
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Read more:
<a href="https://theconversation.com/all-these-celebrity-restaurant-wage-theft-scandals-point-to-an-industry-norm-131286">All these celebrity restaurant wage-theft scandals point to an industry norm</a>
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<h2>Mental health and healthy hospo</h2>
<p>Maybe not surprisingly, our survey showed intention to quit a job declines with better management support. Failure to improve working conditions for chefs, however, will have lasting consequences for the industry. </p>
<p>The Better Work Action Plan, the first phase of New Zealand’s <a href="https://www.mbie.govt.nz/immigration-and-tourism/tourism/tourism-projects/tourism-industry-transformation-plan/">Tourism Industry Transformation Plan</a>, was launched by MBIE in 2023 under the previous government. It followed extensive consultation with representatives from hospitality and tourism, Māori, unions, workers and government. </p>
<p>Its aim was to develop a sustainable tourism workforce by addressing longstanding issues of low pay and poor conditions across the sector.</p>
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Read more:
<a href="https://theconversation.com/how-did-abuse-get-baked-into-the-restaurant-industry-204993">How did abuse get baked into the restaurant industry?</a>
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<p>The first step involved hospitality and tourism workers receiving government approval to negotiate an <a href="https://thespinoff.co.nz/kai/31-05-2023/explained-hospitality-gets-the-fair-pay-agreement-green-light">industry-wide fair pay agreement</a>. However, the current coalition government immediately <a href="https://thespinoff.co.nz/politics/22-12-2023/the-hard-won-and-swiftly-lost-dream-of-fair-pay-agreements">scrapped fair pay legislation</a>. </p>
<p>The Australian government’s post-COVID tourism recovery strategy, <a href="https://www.austrade.gov.au/en/how-we-can-help-you/programs-and-services/thrive-2030-strategy">THRIVE 2030</a>, has committed to “promote employment standards” regarding compliance obligations and fair work. If effective, these would address the breaches evident in our study.</p>
<p>The hospitality industry relies on young people actively choosing a culinary career. But <a href="https://www.mbie.govt.nz/business-and-employment/employment-and-skills/regional-skills-leadership-groups/tamaki-makaurau/regional-workforce-plans/regional-workforce-plan/our-economy-industry-and-business/services/">MBIE forecasts</a> show students are less likely to seek hospitality jobs given these problems in the sector. </p>
<p>By chance, however, New Zealand’s new <a href="https://www.beehive.govt.nz/minister/biography/matt-doocey#:%7E:text=Matt%20Doocey%20is%20the%20Minister,Waimakariri%20since%20the%202014%20election.">minister for mental health</a>, Matt Doocey, is also tourism and hospitality minister. It is now up to him to make the connection between his portfolios, and work to reduce the heat in the nation’s commercial kitchens.</p>
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<p><em>The authors acknowledge the assistance of the AUT Hospitable Futures Research Fund.</em></p>
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<p class="fine-print"><em><span>The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Stress, poor pay and job insecurity are driving professional chefs away from the hospitality industry in Australia and New Zealand. Tourism is also feeling the impact of the looming skill shortage.Shelagh K. Mooney, Associate Professor, School of Hospitality & Tourism, Faculty of Culture and Society, Auckland University of TechnologyMatthew Brenner, Lecturer, The Hotel School Australia, Southern Cross UniversityRichard Robinson, Associate Professor, School of Business, The University of QueenslandLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2161752023-11-30T19:03:38Z2023-11-30T19:03:38ZIt’s beginning to look a lot like burnout. How to take care of yourself before the holidays start<figure><img src="https://images.theconversation.com/files/559015/original/file-20231113-27-eru7jb.jpg?ixlib=rb-1.1.0&rect=13%2C6%2C4555%2C3027&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/sad-lonely-woman-complaining-christmas-sitting-2384321809">Shutterstock</a></span></figcaption></figure><p>It’s getting towards the time of the year when you might feel more overwhelmed than usual. There are work projects to finish and perhaps exams in the family. Not to mention the pressures of organising holidays or gifts. Burnout is a real possibility.</p>
<p>Burnout is defined by the <a href="https://www.who.int/standards/classifications/frequently-asked-questions/burn-out-an-occupational-phenomenon#:%7E:text=Burn%2Dout%20is%20defined%20in,has%20not%20been%20successfully%20managed.">World Health Organization</a> (WHO) as having three main symptoms – exhaustion, loss of empathy and reduced performance at work.</p>
<p>Australian <a href="https://pubmed.ncbi.nlm.nih.gov/34052460/">research</a> argues for a broader model, particularly as the WHO’s third symptom may simply be a consequence of the first two. </p>
<p>So what is burnout really? And how can you avoid it before the holidays hit?</p>
<h2>More than being really tired</h2>
<p>The Australian research model endorsed exhaustion as the primary burnout symptom but emphasised burnout should not be simply equated with exhaustion. </p>
<p>The second symptom is loss of empathy (or “compassion fatigue”), which can also be experienced as uncharacteristic cynicism or a general loss of feeling. Nothing much provides pleasure and <em>joie de vivre</em> is only a memory. </p>
<p>The third symptom (cognitive impairment) means sufferers find it <a href="https://www.abc.net.au/news/2023-02-13/gordon-parker-says-the-burnout-definition-needs-to-broaden/101920366">difficult to focus</a> and retain information when reading. They tend to scan material – with some women reporting it as akin to “baby brain”.</p>
<p>Research <a href="https://pubmed.ncbi.nlm.nih.gov/34052460/">suggests</a> a fourth symptom: insularity. When someone is burnt out, they tend to keep to themselves, not only socialising less but also obtaining little pleasure from interactions.</p>
<p>A potential fifth key feature is an unsettled mood.</p>
<p>And despite feeling exhausted, most individuals report insomnia when they’re burnt out. In severe cases, immune functioning can be compromised (so that the person may report an increase in infections), blood pressure may drop and it may be difficult or impossible to get out of bed. </p>
<p>Predictably, such features (especially exhaustion and cognitive impairment) do lead to compromised work performance.</p>
<p>Defining burnout is important, as rates have <a href="https://dspace.library.uu.nl/bitstream/handle/1874/420608/Burnout_Fatigue_Exhaustion.pdf?sequence=1&isAllowed=y">increased</a> in the last few decades. </p>
<h2>‘Tis the season</h2>
<p>For many, the demands of the holidays cause exhaustion and risk burnout. People might feel compelled to shop, cook, entertain and socialise more than at other times of year. While burnout was initially defined in those in formal employment, we now recognise the same pattern can be experienced by those meeting the needs of children and/or elderly parents – with such needs typically increasing over Christmas. </p>
<p>Burnout is generally viewed according to a simple stress-response model. Excessive demands lead to burnout, without the individual bringing anything of themselves to its onset and development. But the Australian <a href="https://pubmed.ncbi.nlm.nih.gov/34052460/">research</a> has identified a richer model and emphasised how much personality contributes. </p>
<p>Formal carers, be they health workers, teachers, veterinarians and clergy or parents – are <a href="https://www.taylorfrancis.com/books/mono/10.4324/9781003333722/burnout-gordon-parker-gabriela-tavella-kerrie-eyers">more likely</a> to experience burnout. But some other professional groups – such as lawyers – are also at high risk.</p>
<p>In essence, “good” people - who are dutiful, diligent, reliable, conscientious and perfectionistic (either by nature or work nurture) – are at the <a href="https://journals.lww.com/jonmd/Abstract/2020/06000/A_Qualitative_Reexamination_of_the_Key_Features_of.4.aspx">greatest risk</a> of burnout.</p>
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<span class="caption">Breaking down tasks into realistic goals can stop them becoming overwhelming.</span>
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Read more:
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<h2>6 tips for avoiding seasonal burnout</h2>
<p>You may not be able to change your personality, but you can change the way you allow it to “shape” activities. Prioritising, avoiding procrastination, decluttering and focusing on the “big picture” are all good things to keep in mind.</p>
<p>Managing your time helps you regain a sense of control, enhances your efficiency, and reduces the likelihood of feeling overwhelmed by responsibilities.</p>
<p><strong>1. Prioritise tasks</strong></p>
<p>Rank tasks based on urgency and importance. The Eisenhower Matrix, <a href="https://www.amazon.com.au/7-Habits-Highly-Effective-People/dp/0743269519">popularised</a> by author Stephen R Covey, puts jobs into one of four categories: </p>
<ul>
<li><p>urgent and important</p></li>
<li><p>important but not urgent</p></li>
<li><p>urgent but not important</p></li>
<li><p>neither urgent nor important.</p></li>
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<p>This helps you see what needs to be top priority and helps overcome the illusion that everything is <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10159458/">urgent</a>.</p>
<p><strong>2. Set realistic goals</strong></p>
<p>Break down large goals into smaller, manageable tasks to be achieved each day, week, or month – to prevent feeling overwhelmed. This could mean writing a gift list in a day or shopping for a festive meal over a week. Use tools such as calendars, planners or digital apps to schedule tasks, deadlines and appointments.</p>
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Read more:
<a href="https://theconversation.com/how-to-deal-with-holiday-stress-danish-style-195522">How to deal with holiday stress, Danish-style</a>
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<p><strong>3. Manage distractions</strong></p>
<p>Minimise <a href="https://psycnet.apa.org/record/2023-66900-001">distractions</a> that hinder productivity and time management. <a href="https://www.journals.uchicago.edu/doi/full/10.1086/691462">Research</a> finds people complete cognitive tasks better with their phones in another room rather than in their pockets. People with phones on their desks performed the worst. </p>
<p>Setting specific work hours and website blockers can limit distractions.</p>
<p><strong>4. Chunk your time</strong></p>
<p>Group similar tasks together and allocate specific time blocks to focus on them. For example, respond to all outstanding emails in one stint, rather than writing one, then task-switching to making a phone call.</p>
<p>This approach <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7075496/">increases efficiency</a> and reduces the time spent transitioning between different activities.</p>
<p><strong>5. Take breaks</strong></p>
<p>A <a href="https://psycnet.apa.org/record/2022-90592-001">2022 systematic review</a> of workplace breaks found taking breaks throughout the day improves focus, wellbeing and helps get more work done.</p>
<p><strong>6. Delegate</strong></p>
<p>Whether at home or work, you don’t have to do it all! Identify tasks that can be effectively delegated to others or automated.</p>
<p>To finish the year feeling good, try putting one or more of these techniques into practice and prepare for a restful break.</p>
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Read more:
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<p class="fine-print"><em><span>Gordon Parker receives funding from NHMRC. </span></em></p><p class="fine-print"><em><span>Sophie Scott does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Start by categorising tasks. Are they urgent and important, important but not urgent, urgent but not important or neither urgent nor important?Sophie Scott, Associate Professor (Adjunct), Science Communication, University of Notre Dame AustraliaGordon Parker, Scientia Professor, UNSW SydneyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1795782022-03-21T06:00:40Z2022-03-21T06:00:40ZStress can cause heart attacks. Could tackling workplace bullying save lives?<figure><img src="https://images.theconversation.com/files/453197/original/file-20220321-17-1yhelra.jpg?ixlib=rb-1.1.0&rect=15%2C39%2C5236%2C3448&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://theconversation.com/drafts/179578/edit">Shutterstock</a></span></figcaption></figure><p>The sad passing of Kimberley Kitching and Shane Warne (both 52) from suspected cardiac conditions has put a <a href="https://www.news.com.au/lifestyle/health/truth-about-heart-disease-laid-bare-in-wake-of-high-profile-deaths/news-story/a4e16a8efa33d26b7a872df17b49bacd">spotlight</a> on the causes of heart disease. </p>
<p>In recent days, attention has turned to the issue of psychological stress in the context of <a href="https://www.abc.net.au/news/2022-03-17/kitching-disclosed-bullying-complaint-senate-labor/100915602">allegations of workplace bullying</a> as a potential contributor to Ms Kitching’s physical health before her death. Ms Kitching’s ALP colleagues have strongly <a href="https://www.theguardian.com/australia-news/2022/mar/18/senior-labor-senators-deny-bullying-claims-after-kimberley-kitchings-death">denied bullying claims</a>. </p>
<p>But we are learning more and more about how mental stress can endanger our hearts. </p>
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Read more:
<a href="https://theconversation.com/how-often-do-young-women-die-of-heart-attacks-and-what-can-you-do-to-improve-your-heart-health-179292">How often do young women die of heart attacks and what can you do to improve your heart health?</a>
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<h2>Heart disease is more common in those who experience extreme stress</h2>
<p>Psychological factors are under-recognised risk factors for heart attack when compared to more established ones like high cholesterol or blood pressure. Yet centuries of evidence show the intricate link between the heart and mind. </p>
<p><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1088250/">Historical accounts</a> dating back to the 17th century show heart conditions were more prevalent in people exposed to extreme stress and trauma, like those serving in the military compared to the civil population. </p>
<p>Much of this excess burden was thought to be due to rheumatic fever or heavy labour. But <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4358172/">studies</a> of contemporary, community-based veterans show stress plays a key role. Veterans with post traumatic stress disorder (PTSD) have a greater risk of developing heart conditions like heart failure when compared to those without PTSD. </p>
<p>Further evidence comes from people experiencing acute distress following natural disasters or the loss of a loved one. The latter can lead to <a href="https://www.bhf.org.uk/informationsupport/heart-matters-magazine/medical/what-is-takotsubo-syndrome#:%7E:text=Takotsubo%20syndrome%20is%20a%20sudden,induced%20cardiomyopathy%2C%20and%20apical%20ballooning.">Takotsubo syndrome</a> (an acute heart failure syndrome) also known as “broken heart syndrome” which is especially common in women. </p>
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<h2>What our research shows</h2>
<p>Our recent <a href="https://link.springer.com/article/10.1007/s00127-021-02116-7">paper</a>, presenting research led by Deakin University’s Food and Mood Centre’s <a href="https://foodandmoodcentre.com.au/team/meghan-hockey/">Meghan Hockey</a>, found it is not just exposure to extreme stress that can increase one’s risk of having a heart event. </p>
<p>The study followed 195,531 American adults over 5.9 years. We found people reporting mild, moderate and severe levels of psychological stress died prematurely from cardiovascular disease (usually stroke or heart attack). </p>
<p>What was striking was that the association worked in a dose-response manner – the risk of someone dying from a heart condition increased with the severity of psychological stress (22% for mild stress, 44% for moderate and 79% for severe levels, respectively). This association remained even after we considered other factors like age, gender, ethnicity, education, income, body mass index, physical activity, smoking and alcohol intake. </p>
<h2>Job stress increases your chance of having a heart attack</h2>
<p>Workplace conditions – how much control you have at work, long working hours, shift work, discrimination, bullying and sedentary activity – can shape your <a href="https://assets.vu.nl/fdcfbfb4-ea5f-0080-b339-861bb5cb584d/8996ba9e-211d-4259-bf8d-756630bf365b/2004_Steptoe_JH.pdf">cardiovascular and emotional responses</a> over the course of a working day. This, in turn, affects your risk of heart disease. </p>
<p>Chronic exposure to these forms of stress can influence your “<a href="https://www.health.harvard.edu/staying-healthy/understanding-the-stress-response">fight or flight response</a>” causing a release of cortisol and an inflammatory response that can accelerate the thickening or hardening of the arteries that lead to heart attacks, called the “<a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4258672/">atherosclerotic process</a>”.</p>
<p>While there is evidence <a href="https://www.sciencedirect.com/science/article/pii/S0735109708032300?via%3Dihub">some of the association</a> between stress and heart disease may be explained by behavioural factors like poor diet, smoking or drinking that might be used as stress coping mechanisms, <a href="https://academic.oup.com/ije/article/31/1/248/655967?login=true">research</a> shows an independent relationship exists between both acute and chronic psychosocial stressors and cardiac disease. </p>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/concerned-about-your-risk-of-a-heart-attack-here-are-5-ways-to-improve-your-heart-health-178631">Concerned about your risk of a heart attack? Here are 5 ways to improve your heart health</a>
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<h2>What can employers do?</h2>
<p>Often, the assumption is that the responsibility for preventing heart disease rests solely with an individual. But given the sources of stress and trauma may be beyond an individual’s control, it is important we consider the environment in which we work, age and play when we think about our heart health. </p>
<p><a href="https://academic.oup.com/eurheartj/article/40/14/1124/5180493">Scientists have calculated</a> 5% of new cardiovascular events (first hospitalisation from heart attack or stroke) could potentially be prevented if workplace bullying was eliminated. Given there are approximately <a href="https://www.aihw.gov.au/reports/heart-stroke-vascular-diseases/hsvd-facts/contents/about">161 cases of heart attack or unstable angina</a> in Australia each day, this is not insignificant. </p>
<p>In 2015, the American Heart Association launched a <a href="https://www.healthaffairs.org/doi/10.1377/hlthaff.2016.1273">Worksite Health Achievement Index</a> by which employers can benchmark their practices related to heart disease prevention. </p>
<p>Such a tool goes beyond assessing individual employees’ health based on conventional risk factors to consider policy, programs and environmental factors that can improve the heart health of their employees. The benefit to employers is likely to be happier, healthier, more productive employees. Of course, rigorous research is needed to confirm this.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&rect=17%2C0%2C3777%2C2536&q=45&auto=format&w=1000&fit=clip"><img alt="person clutches chest" src="https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&rect=17%2C0%2C3777%2C2536&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/453195/original/file-20220321-15-1g1ez4d.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="caption">Addressing workplace bullying could save lives.</span>
<span class="attribution"><a class="source" href="https://image.shutterstock.com/image-photo/young-man-suffering-heart-pain-600w-246950611.jpg">Shutterstock</a></span>
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Read more:
<a href="https://theconversation.com/getting-a-heart-check-early-can-prevent-heart-attack-and-stroke-in-indigenous-australians-97699">Getting a heart check early can prevent heart attack and stroke in Indigenous Australians</a>
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<h2>What can you do if you are struggling?</h2>
<p>Seeking professional support via your GP, psychologist, publicly available services like <a href="https://www.beyondblue.org.au/get-support/get-immediate-support">beyond blue</a> or employee assistance programs to help manage stress is critical. </p>
<p>Promisingly, there is <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3899245/">evidence</a> people who receive comprehensive mental health care over one year (antidepressants, therapy) halve their risk of having a cardiac event over the next eight years compared to those who do not. </p>
<p>We are currently developing <a href="https://www.wfsbp.org/educational-activities/wfsbp-task-forces/">clinical guidelines</a> on behalf of the World Federation of Societies of Biological Psychiatry that aim to provide clinicians with evidence-based recommendations for treating patients with depression that include considerations around employment, environmental, social and lifestyle targets (due for publication mid 2022). </p>
<p>This type of approach is likely to have both mental health and cardiovascular benefits which in turn benefit individuals, families, businesses and society.</p>
<hr>
<p><em>If this article has raised issues for you, or if you’re concerned about someone you know, call Lifeline on 13 11 14.</em></p><img src="https://counter.theconversation.com/content/179578/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Adrienne O'Neil receives funding from the National Health & Medical Research Council</span></em></p>Psychological factors are under-recognised as risk factors for heart attack. But research shows the more stress someone is under, the greater their risk of heart disease and death.Adrienne O'Neil, Principal Research Fellow & Heart Foundation Future Leader Fellow, Deakin UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1738182022-02-07T13:21:07Z2022-02-07T13:21:07Z5 strategies employers can use to address workplace mental health issues<figure><img src="https://images.theconversation.com/files/443888/original/file-20220201-23-1o2r30f.jpg?ixlib=rb-1.1.0&rect=0%2C22%2C4748%2C3350&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Many workers are stressed out. </span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/business-woman-lying-on-exercise-ball-in-office-royalty-free-image/200566862-002">Symphonie/The Image Bank via Getty Images</a></span></figcaption></figure><p>COVID-19 has inflicted a <a href="https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/coronavirus-ongoing-pandemic-worker-mental-health.aspx">serious mental health toll on many U.S. workers</a>. </p>
<p>Like other Americans, workers have lost loved ones, connections to friends and family, and the comforts of their daily social rhythms. The pandemic has also imposed a unique set of stresses on workers, including the <a href="https://www.cbpp.org/research/poverty-and-inequality/tracking-the-covid-19-economys-effects-on-food-housing-and">risks of losing their job</a>, <a href="https://theconversation.com/how-remote-working-can-increase-stress-and-reduce-well-being-125021">rapid adjustments to working from home</a> and <a href="https://www.nber.org/papers/w27612">additional workloads</a>. And workers on the front line must face an <a href="https://jamanetwork.com/journals/jamainternalmedicine/fullarticle/2772328">increased risk of infection</a> and <a href="http://www.doi.org/10.1001/jamainternmed.2020.6249">increasingly aggressive customer interactions</a>.</p>
<p>As a result, many of these workers – especially those like <a href="https://doi.org/10.1016/j.psychres.2020.113441">nurses, doctors</a> and <a href="https://doi.org/10.3390/brainsci11091172">teachers</a> – are reporting elevated levels of anxiety, depression and sleeping problems. Americans are also <a href="http://www.doi.org/10.1001/jamanetworkopen.2020.22942">drinking a lot more alcohol</a> and <a href="https://doi.org/10.1016/j.appet.2020.104853">overeating, and engaging in less physical activity</a>. <a href="https://doi.org/10.1002/oby.23066">One-third of them have gained weight</a> since the start of the pandemic. </p>
<p><a href="https://profiles.arizona.edu/person/thaynes">I research the negative effects of stress</a> on health and sleep. I also see many of these issues firsthand in my work as a clinical psychologist treating local firefighters for stress and other issues they encounter on the job and in their lives. </p>
<p>I’ve learned workers are better able to <a href="https://www.cdc.gov/workplacehealthpromotion/planning/index.html">navigate mental health issues</a> when their employers have a plan in place. Based on my own work as well as other research, I believe there are five key strategies that companies could adopt. </p>
<h2>1. Creating clear policies</h2>
<p>With the increased stress levels brought on by the pandemic, managers may see more employees <a href="https://ckapfwstor001.blob.core.usgovcloudapi.net/pfw-images/borden/combat-operational/CBM-ch7-final.pdf">experiencing personal crises or disruptive behavior</a> that is affecting their work performance. </p>
<p>Psychological distress can lead to <a href="https://www.doi.org/10.1037/ocp0000293">disruptive behavior</a>, such as yelling at colleagues or throwing objects in anger. At the other extreme, employees may isolate themselves or avoid collaborations. Some workers may express suicidal thoughts over social media or by other means. </p>
<p>Managers may be at a loss for how to address these types of disruptive behavior, which is often unintentional. </p>
<p>A good first step for a company is to <a href="https://www.cdc.gov/workplacehealthpromotion/model/index.html">craft a clear workplace policy</a> that describes the specific types of disruptive behaviors that signal an individual is not currently capable of performing their job. This policy can discuss the process of temporary release, evaluation and treatment requirements, and conditions for a return to work. A policy like this provides clarity to both employees and managers.</p>
<p>For example, suicidal or violent thoughts might necessitate immediate intervention followed by a referral to an occupational health provider. The provider can ensure that the employee completes the required treatment plan prior to returning to work. Workers experiencing grief from a recent loss or flare-up of a mental health disorder might benefit from paid family medical leave or a temporary job reassignment.</p>
<p>It should be noted that under the <a href="https://www.ada.gov/">American with Disabilities Act</a>, employers are required to make reasonable accommodation for mental health disorders unless it results in undue hardship for the company. </p>
<p>The main thing is that managers need policies and procedures on how to respond to behavioral issues, with specific measures that correspond to the severity of a problem and its effects on colleagues and overall workplace performance.</p>
<h2>2. Partnering with mental health providers</h2>
<p>Many workers suffering as a result of the pandemic may not be exhibiting clear mental health problems. Rather, they could be experiencing a disruption in their personal lives that is bleeding into their work.</p>
<p>An example of this might be an employee who spends a significant amount of time at work talking about a marital conflict that occurred during home quarantine, thus interfering with workplace productivity.</p>
<p>In this case, a key mitigation strategy by a manager or colleague would be to refer that employee to a mental health provider or other supportive resource for help. In these cases, it’s useful to have an established partnership with a local provider and for employers to become familiar with the resources that are available.</p>
<p><a href="https://www.bls.gov/ncs/ebs/benefits/2021/employee-benefits-in-the-united-states-march-2021.pdf">Over half of civilian workers</a> have access to an <a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174">employee assistance program</a>, which provides free, confidential counseling to employees. Some larger companies may have their own in-house programs that provide direct access to mental health providers. But even smaller companies can set up partnerships that give workers access to counseling on an ad hoc basis.</p>
<figure class="align-center ">
<img alt="Women stretch as they do yoga standing on matts" src="https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=418&fit=crop&dpr=1 600w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=418&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=418&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=525&fit=crop&dpr=1 754w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=525&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/444409/original/file-20220203-21-9p1gp.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=525&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">Many companies offer employees wellness programs such as yoga.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/group-of-women-stretching-in-yoga-class-arms-raised-royalty-free-image/200398759-001">Andrea Wyner/DigitalVision via Getty Images</a></span>
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<h2>3. Preventing illness with wellness programs</h2>
<p>Workplaces can also take a more proactive stance. </p>
<p><a href="https://www.cdc.gov/workplacehealthpromotion/index.html">Workplace wellness programs</a> help prevent mental health problems by teaching employees new skills that support resiliency, which <a href="https://www.doi.org/10.2147/NSS.S344042/">can act as a buffer</a> from the negative effects of stress.</p>
<p>Workplace wellness programs for mental health typically teach stress management skills. Programs that <a href="https://doi.org/10.1146/annurev-orgpsych-012119-044908">promote positive emotions</a> may also improve productivity. </p>
<p>While these programs can have a meaningful, positive impact on health, <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4945172/">employee participation is often limited</a>. To increase participation, it is very important to <a href="https://www.doi.org/10.1186/s12889-019-6578-7">include workers in decisions</a> about which programs to adopt. </p>
<p>Participation also improves when <a href="https://www.doi.org/10.1177/0890117118764856">managers support the program</a>, which typically requires managerial training on the program and how to promote it among workers.</p>
<h2>4. Fighting mental health stigma by changing norms</h2>
<p>People experiencing mental illness or just mental health struggles often face <a href="https://www.doi.org/10.1037/sah0000104">substantial stigma</a>. They might avoid treatment because they are concerned about losing their job or being viewed differently. </p>
<p><a href="https://www.ncbi.nlm.nih.gov/books/NBK384914/">Employers can tackle stigma</a> at the structural level by <a href="https://www.nami.org/blogs/nami-blog/october-2017/9-ways-to-fight-mental-health-stigma">thinking and talking about mental health concerns</a> the same way they deal with physical ones and also by increasing mental health literacy within their company.</p>
<p>Another way to do that is to train dedicated employees to assist colleagues in need and become advocates for mental health and wellness services. Since some workers may feel more comfortable reaching out to a colleague than a mental health provider, these internal advocates can provide a bridge between employees and mental health care. </p>
<p>Companies can also <a href="https://www.doi.org/10.1016/S0140-6736(15)00298-6">develop programs</a> in which workers can hear people with mental illness describe their own challenges and how they overcame them. Research shows creating these social contacts <a href="https://www.doi.org/10.1007/s00127-017-1341-9">can reduce stigma</a>, at least in the short term. </p>
<h2>5. Nurturing social support through teamwork</h2>
<p>Finally, a large body of research demonstrates that <a href="https://doi.org/10.1037/0033-2909.98.2.310">social support buffers the impact of stress</a>. </p>
<p>[<em>Over 140,000 readers rely on The Conversation’s newsletters to understand the world.</em> <a href="https://memberservices.theconversation.com/newsletters/?source=inline-140ksignup">Sign up today</a>.]</p>
<p>Social connections to the people around you can inspire what psychologists call “<a href="https://www.ascd.org/el/articles/the-power-of-collective-efficacy">collective efficacy</a>,” or a shared belief in a group’s ability to work together and overcome challenges to accomplish goals. Collective efficacy improves <a href="https://www.doi.org/10.1037/a0015659">group performance</a> and is also a <a href="https://www.doi.org/10.1521/psyc.2007.70.4.283">key ingredient in trauma recovery</a>. </p>
<p>The COVID-19 pandemic has fueled what <a href="https://www.nytimes.com/interactive/2021/12/16/well/mental-health-crisis-america-covid.html">some describe as</a> a mental health crisis. Employers are in a strong position to help curb it.</p><img src="https://counter.theconversation.com/content/173818/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Patricia L. Haynes has received research funding from the National Institutes of Health, the Department of Defense, the Institute for Mental Health Research, the American Sleep Medicine Foundation, and the University of Arizona Canyon Ranch Center for Health Promotion and Treatment. Through her University of Arizona appointment, she engages in a professional services agreement with the City of Tucson to provide clinical services to employees. She is a member of the American Psychological Assocation, Sleep Research Society, Society for Behavioral Medicine, Society for Behavioral Sleep Medicine, and Society for Occupational Health Psychology.</span></em></p>Two years of pandemic have put a severe strain on the mental health of America’s workers. Employers with a plan in place will be best equipped to help them cope.Patricia L. Haynes, Associate Professor of Health Promotion Sciences, University of ArizonaLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1716072021-11-22T01:51:46Z2021-11-22T01:51:46ZStress is a health hazard. But a supportive circle of friends can help undo the damaging effects on your DNA<figure><img src="https://images.theconversation.com/files/432764/original/file-20211118-27-1rf4yck.jpg?ixlib=rb-1.1.0&rect=0%2C0%2C5991%2C3997&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>Stress affects <a href="https://www.therecoveryvillage.com/mental-health/stress/related/stress-statistics/">up to 90% of people</a>, and we know it harms our mental and physical well-being. </p>
<p>Stress can impact the activity and function of our genes. It does this via “epigenetic” changes, which turn on and off certain genes, though it doesn’t change the DNA code.</p>
<p>But why do some people respond worse to stress, while others seem to cope under pressure?</p>
<p><a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2729718/">Previous</a> <a href="https://www.sciencedirect.com/science/article/pii/088394179290028H?via%3Dihub">research</a> has identified having strong social support and a sense of belonging are robust indicators of physical and mental health.</p>
<p>Social support means having a network you can turn to in times of need. This can come from natural sources such as family, friends, partners, pets, co-workers and community groups. Or from formal sources such as mental health specialists.</p>
<p>My new study, <a href="https://doi.org/10.1016/j.jpsychires.2021.11.026">published today in the Journal of Psychiatric Research</a>, shows for the first time that these positive effects are also observed on human genes.</p>
<p>Having supportive social structures buffers and even reverses some of the harmful effects of stress on our genes and health, via the process of epigenetics. </p>
<p>The findings suggest the DNA we are born with is not necessarily our destiny.</p>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/how-chronic-stress-changes-the-brain-and-what-you-can-do-to-reverse-the-damage-133194">How chronic stress changes the brain – and what you can do to reverse the damage</a>
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<h2>What is epigenetics?</h2>
<p>Our genes and our environment contribute to our health.</p>
<p>We inherit our DNA code from our parents, and this doesn’t change during our life. Genetics is the study of how the DNA code acts as a risk or protective factor for a particular trait or disease.</p>
<p><a href="https://www.science.org.au/curious/epigenetics">Epigenetics</a> is an additional layer of instructions on top of DNA that determines how they affect the body. This layer can chemically modify the DNA, without changing DNA code.</p>
<p>The term epigenetics is derived from the Greek word “epi” which means “over, on top of”.</p>
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<em>
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Read more:
<a href="https://theconversation.com/explainer-what-is-epigenetics-13877">Explainer: what is epigenetics?</a>
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<p>This extra layer of information lies on top of the genes and surrounding DNA. It acts like a switch, turning genes on or off, which can also impact our health.</p>
<p>Epigenetic changes occur throughout our lives due to different environmental factors such as stress, exercise, diet, alcohol, and drugs.</p>
<p>For instance, chronic stress can impact our genes via epigenetic changes that in turn can <a href="https://onlinelibrary.wiley.com/doi/10.1111/acps.12778">increase the rate of mental health disorders</a> such as post-traumatic stress disorder (PTSD), depression and anxiety.</p>
<p>New technologies now allow researchers to collect a biological sample from a person (such as blood or saliva) and measure epigenetics to better understand how our genes respond to different environments.</p>
<p>Measuring epigenetics at different times allows us to gain insight into which genes are altered because of a particular environment.</p>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/extreme-stress-in-childhood-is-toxic-to-your-dna-99009">Extreme stress in childhood is toxic to your DNA</a>
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<h2>What did we study?</h2>
<p><a href="https://doi.org/10.1016/j.jpsychires.2021.11.026">My study</a> investigated both positive and negative factors that drive a person’s response to stress and how this changes the epigenetic profiles of genes.</p>
<p>Certain groups of people are more likely to face stress as a part of their routine work, such as emergency responders, medical workers and police officers. </p>
<p>So, my research team and I recruited 40 Australian first year paramedical students at two points in time – before and after exposure to a potentially stressful event. The students provided saliva samples for DNA and filled out questionnaires detailing their lifestyle and health at both points in time.</p>
<p>We investigated epigenetic changes before and after exposure to stress, to better understand: </p>
<ul>
<li><p>how epigenetics of genes was altered after exposure to stress</p></li>
<li><p>which different social and psychological factors caused the epigenetic changes.</p></li>
</ul>
<figure class="align-center ">
<img alt="Two paramedics helping an injured patient" src="https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/432767/original/file-20211118-20-6bseji.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Chronic stress, for example via a stressful job, can cause epigenetic changes.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<p>We found stress influenced epigenetics and this in turn led to increased rates of distress, anxiety, and depressive symptoms among participants.</p>
<p>However, students who reported high levels of perceived social support showed lesser levels of stress-related health outcomes.</p>
<p>Students with a strong sense of belonging to a group, organisation, or community dealt much better with stress and had reduced negative health outcomes following exposure to stress.</p>
<p>Both these groups of students showed fewer epigenetic changes in genes that were altered as a result of stress.</p>
<h2>COVID has made us more isolated</h2>
<p>The COVID pandemic has created heavy psychological and emotional burdens for people due to uncertainty, altered routines and financial pressures.</p>
<p>In Australia, the rates of anxiety, depression and suicide have soared since the start of the pandemic. <a href="https://www.theguardian.com/world/2021/jul/14/covids-mental-health-toll-one-in-five-australians-report-high-levels-of-psychological-distress">One in five Australians</a> have reported high levels of psychological distress. </p>
<p>The pandemic has also made us more isolated, and our relationships more remote, having a profound impact on social connections and belonging. </p>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1271597465532325894"}"></div></p>
<p>My study highlights how family and community support, and a sense of belonging, influence our genes and act as a protective factor against the effects of stress.</p>
<p>In such unprecedented and stressful times, it’s vital we build and maintain strong social structures that contribute to good physical and mental well-being.</p><img src="https://counter.theconversation.com/content/171607/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Divya Mehta receives funding from the Australian Government National Health and Medical Research Council. </span></em></p>Having strong social support and a sense of belonging buffered and even reversed some of the harmful effects of stress on genes.Divya Mehta, Principal Research Fellow and Team Leader, Queensland University of TechnologyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1676322021-09-16T02:55:40Z2021-09-16T02:55:40ZOverlooked and undervalued, New Zealand’s community caregivers have become the ‘invisible’ essential workers<figure><img src="https://images.theconversation.com/files/421451/original/file-20210915-21-1p3erhq.jpg?ixlib=rb-1.1.0&rect=51%2C0%2C5760%2C3828&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>As Auckland enters it’s fifth week in level 4 lockdown and the rest of New Zealand stays at level 2, spare a thought for the nation’s invisible network of essential community support workers. </p>
<p>They are the people caring for those who, through age or disability, cannot work or leave their homes, cannot independently care for themselves, and who in many cases have underlying mental health and cognitive problems. </p>
<p>While other front-line essential workers are rightly recognised for their service, it’s important we also remember those less obvious workers who put their own health and well-being at risk to care for and support some of our most vulnerable citizens. </p>
<p>Often these community workers receive little support themselves. And while the stress on <a href="https://www.nzherald.co.nz/nz/covid-19-coronavirus-delta-outbreak-auckland-hospitals-calling-for-more-icu-nurses/UGLIHB2SWH36WCKGYQ4UQWELDM/">hospital staff</a>, <a href="https://www.rnz.co.nz/news/national/449850/covid-19-lockdown-putting-huge-pressure-on-supermarket-workers-union">supermarket workers</a> and even <a href="https://www.stuff.co.nz/national/health/coronavirus/126199938/during-covid-spare-a-thought-for-our-leaders-mental-health">political leaders</a> has been acknowledged, this other essential group has largely gone unnoticed.</p>
<p>As one community worker told us when reflecting on being overlooked as essential workers and the potential impact this could have on their own well-being: </p>
<blockquote>
<p>At the start, the government kind of didn’t even really consider us as health workers, did they? </p>
</blockquote>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=339&fit=crop&dpr=1 600w, https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=339&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=339&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=426&fit=crop&dpr=1 754w, https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=426&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/421453/original/file-20210915-23-jgtb3r.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=426&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Community care workers struggled for even basic protective equipment due to unclear official guidelines.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<h2>Struggle for pay and PPE</h2>
<p>In our ongoing <a href="https://www.hrc.govt.nz/resources/research-repository/wellbeing-essential-workers-during-covid-19-community-support">research</a>, we have so far heard from over 75 community support workers nationwide about their well-being during the COVID-19 pandemic.</p>
<p>They are employed mostly by private companies (some not-for-profit) contracted to a variety of government agencies, including the Ministry of Health, ACC and district health boards.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/languishing-burnout-and-stigma-are-all-among-the-possible-psychological-impacts-as-delta-lingers-in-the-community-167103">Languishing, burnout and stigma are all among the possible psychological impacts as Delta lingers in the community</a>
</strong>
</em>
</p>
<hr>
<p>Our preliminary findings show these workers struggled to gain recognition throughout the first national lockdown in 2020. Furthermore, they struggled to <a href="https://www.scoop.co.nz/stories/PO2004/S00097/home-support-workers-are-on-the-front-line-so-why-havent-they-been-paid.htm">be paid</a> and <a href="https://www.stuff.co.nz/national/health/coronavirus/120412322/coronavirus-home-care-workers-stockpiling-masks-gloves-and-hand-sanitiser">to receive</a> even the most basic personal protective equipment (PPE) provided by their employers:</p>
<blockquote>
<p>Our employers were so slack, not recognising that we needed [PPE]. But they were following Ministry of Health guidelines and so it was government […] it was the World Health Organization — it was everybody.</p>
<p>What was wrong with people to think that we could go out there and do our jobs without PPE? And then why do we have to have such a battle for it? Because it was actually hard enough doing the job without having all of that as well.</p>
</blockquote>
<p>This very real struggle underscored a wider battle by community care workers to be appreciated for their work — or even to be “seen”. As one support worker noted: </p>
<blockquote>
<p>In comparison with nurses, who are angels, caregivers are just ignored […] it’s like a little underworld where, all over your city, women, mostly in uniforms in little cars, are getting in and out of the cars and going into houses and doing things that nobody has any idea about. </p>
</blockquote>
<p><div data-react-class="Tweet" data-react-props="{"tweetId":"1431807787709829129"}"></div></p>
<h2>Working in isolation</h2>
<p>Despite working with people in the most vulnerable situations, support workers spoke of being turned away or facing public backlash when trying to use essential worker queues at supermarkets.</p>
<p>And yet these support workers are undeniably essential. In many ways they are the “glue” in the health system, as another told us: </p>
<blockquote>
<p>One thing I want to make sure that you understand is that we look after [everyone from] medically fragile children to palliative [cases]. We look after all of them — anybody that wants to remain in the community, then has a health issue, we look after them. </p>
</blockquote>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/low-wage-essential-workers-get-less-protection-against-coronavirus-and-less-information-about-how-it-spreads-138076">Low-wage essential workers get less protection against coronavirus – and less information about how it spreads</a>
</strong>
</em>
</p>
<hr>
<p>Even during the best of (non-pandemic) times, these workers operate in isolation. The majority hardly ever see a co-worker, and almost never see a manager in person. Communication is via impersonal emails, phone apps or call centres. </p>
<p>But during lockdowns, support workers are the only people isolated clients see — they step in as communicators and carers. In effect they become like family. They have to deal – alone – with the confusion and anxiety of their clients. Their own well-being and mental health often come second:</p>
<blockquote>
<p>I felt unsupported in regards to dealing with these [client] behaviours at the time, because there were no people on the ground. They were all working from home, so they were all on a phone. So, in some cases, my biggest “PPE” would have been having someone there, and it wasn’t there. I had someone on a phone.</p>
</blockquote>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/historic-pay-equity-settlement-for-nz-care-workers-delivers-mixed-results-114283">Historic pay equity settlement for NZ care workers delivers mixed results</a>
</strong>
</em>
</p>
<hr>
<h2>‘I would have just loved a phone call’</h2>
<p>As with other healthcare workers, coping is a strategy built up over time by community support workers: </p>
<blockquote>
<p>It’s like, right, suck it up and just, you know, dry those tears and put on that smile and be your bouncy self again […] I’ve had to learn.</p>
</blockquote>
<p>But unlike other healthcare workers, such as those at COVID testing and vaccination stations and hospitals, community support workers don’t have a team around them for support: </p>
<blockquote>
<p>We just had days and days where we didn’t hear anything from our employer and we felt really alone and vulnerable. And, of course, when we went into lockdown and everything, we didn’t feel supported at all. </p>
<p>It was very frightening. We had to go out there as essential workers and, oh God, it was stressful.</p>
</blockquote>
<p>Asked what might improve their well-being, a common refrain has been that employers and society in general pay attention and care more: </p>
<blockquote>
<p>Somehow showing how you’re valued […] It would be nice just to have a “you’re doing well” or something. </p>
<p>I would have just loved a phone call, just to check if I’m coping or not.</p>
</blockquote><img src="https://counter.theconversation.com/content/167632/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>This project is funded by the Health Research Council's 'Wellbeing of Essential Workers during Covid-19: Community Support Workers', in partnership with the E tū and PSA Unions. The findings here represent the views of the authors, not the funder and not necessarily the research partners.</span></em></p><p class="fine-print"><em><span>Amber Nicholson receives funding from the Health Research Council. </span></em></p><p class="fine-print"><em><span>Fiona Hurd receives funding from the Health Research Council. </span></em></p>Throughout the pandemic, community carers have risked their own health and well-being, but have struggled for even basic support and equipment.Katherine Ravenswood, Associate Professor in Employment Relations, Auckland University of TechnologyAmber Nicholson, Lecturer in Management, Auckland University of TechnologyFiona Hurd, Head of Department, International Business, Strategy & Entrepreneurship, Auckland University of TechnologyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1677212021-09-14T11:40:16Z2021-09-14T11:40:16ZWhy the four-day week is not the solution to modern work stress<figure><img src="https://images.theconversation.com/files/421074/original/file-20210914-21-vzyna6.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Is this you?</span> <span class="attribution"><a class="source" href="https://unsplash.com/photos/mlVbMbxfWI4">Luis Villasamil/Unsplash</a>, <a class="license" href="http://creativecommons.org/licenses/by-sa/4.0/">CC BY-SA</a></span></figcaption></figure><p>Scotland is to become the latest nation to trial a <a href="https://www.bbc.co.uk/news/uk-scotland-scotland-business-58403087">four-day working week</a>, after the <a href="https://www.edinburghlive.co.uk/news/edinburgh-news/scotlands-4-day-work-week-21497789">SNP government announced</a> it was setting up a £10 million fund to enable some office businesses to cut workers’ hours without reducing their pay. </p>
<p>Similar trials are underway in <a href="https://www.irishcentral.com/news/ireland-four-day-work-week">Ireland</a> and <a href="https://www.theguardian.com/world/2021/mar/15/spain-to-launch-trial-of-four-day-working-week">Spain</a>, following on from trials <a href="https://www.bbc.co.uk/news/business-57724779">in Iceland</a> several years ago. <a href="https://metro.co.uk/2021/09/03/will-the-uk-introduce-a-four-day-working-week-trials-have-begun-15200015/">Some English firms</a> have also been experimenting with four-day weeks, while other nations <a href="https://www.vice.com/en/article/qj8wb3/japan-4-day-work-week">such as Japan</a> are encouraging their employers to think about it too. </p>
<p>But how helpful is a four-day week for workers really – and how realistic? The truth is that there are problems with this attractive idea that tend to be ignored by the enthusiasts. So what are they and can they be overcome?</p>
<h2>Productivity and the 40-hour week</h2>
<p>At the heart of a nation’s economic activity is productivity, which in this context refers to the total output of each worker over a particular time period. In the UK at least, the traditional view is that a full-time working week of approximately 40 hours is the way to maximise people’s productivity. </p>
<p>“Eight hours labour, eight hours recreation, eight hours rest” was <a href="https://historyguild.org/why-do-we-have-an-8-hour-working-day/">the phrase</a> coined in 1817 by Robert Owen, the famous mill owner, philanthropist and labour rights activist. This vision of a five-day, 40-hour work week is rooted in an industrial setting, when most people worked outside the home, in factories and other manufacturing facilities. In such a setting, working from home or outside of business hours was impossible. </p>
<figure class="align-right zoomable">
<a href="https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Robert Owen portrait by William Henry Brooke" src="https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=655&fit=crop&dpr=1 600w, https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=655&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=655&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=823&fit=crop&dpr=1 754w, https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=823&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/421075/original/file-20210914-27-1u2col.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=823&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Robert Owen, Mr 8-8-8.</span>
<span class="attribution"><a class="source" href="https://en.wikipedia.org/wiki/Robert_Owen#/media/File:Robert_Owen_by_William_Henry_Brooke.jpg">Wikimedia</a></span>
</figcaption>
</figure>
<p>Those days are long gone, and two-income households are no longer rare. Nowadays, when both members of a couple would normally be working, there is less time for children, looking after older relatives, chores, errands, preparing food and everything else that is undertaken outside of working hours. Managing these tasks <a href="https://www.emerald.com/insight/content/doi/10.1108/er.2007.01929daa.001/full/html?casa_token=z8hjRS58Oi0AAAAA:S1Ty6Y_8bOceFZNVENYjGMfG_qX5BZRXO8wnjFh4MDXAgLrQYZ1enfnm5yIWHtVGsOCVVAx0GITvk6pHQAI7tLepBSSMe-7CoBwkFhNQglseLtYJB6ef">has become</a> ever more complicated and stressful.</p>
<p>A four-day working week should therefore be a massive relief, so it’s easy to see why lots of people are <a href="https://www.scotsman.com/news/national/scottish-government-urged-to-expand-pilot-of-four-day-working-week-3366438">in favour</a> of it. So where’s the problem? </p>
<h2>Britain’s long hours culture</h2>
<p>The average working week in the UK is now <a href="https://www.bbc.co.uk/news/uk-politics-49795179">42.5 hours</a>, and the nation is also the <a href="https://www.personneltoday.com/hr/should-we-rethink-our-working-hours-to-boost-productivity/">unpaid-overtime capital</a> of Europe. As many as two-thirds of employees are said to work longer than their contracted hours, averaging 6.3 hours of free labour per week, usually sitting in front of a computer or smartphone at home. </p>
<p>This implies that employers are unlikely to be able to afford to reduce each employee’s workload – particularly after the financial pain of the pandemic. Many employers signing up for a four-day week would probably therefore expect workers to undertake the same amount of work within four days that was undertaken previously in five. </p>
<p>Assuming that the average person is currently spending all their working hours actively working, doing the same job in four days would mean working over 12 hours a day. That’s considerably more than Robert Owen’s eight-hour day, and clearly not feasible for the majority. </p>
<p>Even if it was feasible, it wouldn’t be very productive. <a href="http://www.sciencedirect.com/science/article/pii/S0927537116302445">Research shows that</a> medium-skilled employees who work in front of a computer and work beyond 4.6 effective hours a day produce smaller quantities of output per hour due to fatigue. For more inexperienced employees, the numbers are worse. People who work excessively long days <a href="https://www.econstor.eu/bitstream/10419/163526/1/848631587.pdf">also have</a> lower levels of overall wellbeing.</p>
<p>While people have been working at home during the pandemic, they have not necessarily been working longer hours but the hours they have worked have been <a href="http://www.workingathome.org.uk/wp-content/uploads/2020/06/First-survey-insights-infographics-1806-2020.pdf">more intense</a>, with fewer breaks and less movement between tasks and locations. </p>
<p>This <a href="https://www.forbes.com/sites/adigaskell/2021/05/31/how-productive-have-remote-workers-been-during-covid/">actually produced</a> short-term productivity gains, but this shouldn’t be a cause for celebration: with increased work intensity and more porous boundaries between home and work, employees found it difficult to mentally remove themselves from work, further <a href="https://fortune.com/2021/08/04/employee-mental-health-crisis-covid-pleasanteeism/">raising the risks</a> of exhaustion. Having to work even more intensively over four days is arguably more than many could cope with. </p>
<p>Some organisations might look at practical issues like these and decline to be part of a four-day work week. Others will say it’s impossible due to the nature of the work (emergency services, medical work and hospitality).</p>
<p>Many workers will say it’s unworkable for them due to the volume of work (bank debt collectors, university staff); or because they already work crippling 12-hour shifts and can’t cram more into a day (delivery drivers, many self-employed workers); or don’t earn enough to have the luxury of having three days off each week (care workers, gig-economy workers). </p>
<iframe src="https://embed.acast.com/60087127b9687759d637bade/61012e1bf9b8c00019de5dc2" frameborder="0" width="100%" height="190px"></iframe>
<h2>Alternatives</h2>
<p>For most of us, a four-day work week therefore feels more like a pipe dream than a realistic ambition. It will benefit the very few whose organisations can reduce their workload to make it appropriate to four days. This is likely to apply to government workers, since their departments will have to be seen to be a “four-day week success”. But more generally, a four-day week is likely to exacerbate existing inequalities and create resentment against those who get to have a three-day weekend.</p>
<p>Yet with nearly half of the UK workforce indicating that they are suffering <a href="https://www.workingathome.org.uk/2021/06/21/homeworking-project-live-webinar-for-our-study-participants-12th-may-2021/">from stress</a>, clearly something has to be done. Workers need to be working fewer hours, and particularly fewer intense hours. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Wooden figures of people behind an alarm clock" src="https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=397&fit=crop&dpr=1 600w, https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=397&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=397&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=499&fit=crop&dpr=1 754w, https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=499&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/421077/original/file-20210914-23-idcmug.jpeg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=499&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">four-day week = new inequality.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/blue-clock-stand-front-team-employees-1241005063">Anrdrii Yalanskyi</a></span>
</figcaption>
</figure>
<p>Governments need to focus on ensuring that employees have increased control over the hours that they work, supported by independent bodies that can ensure that businesses uphold good working conditions. The UK government’s <a href="https://committees.parliament.uk/committee/164/work-and-pensions-committee/news/155513/employment-bill-committees-call-on-government-to-bring-forward-workers-rights-plans/">Employment Bill</a> was supposed to help in this respect, though it has been <a href="https://www.bbc.co.uk/news/business-57071972">controversially delayed</a> by COVID. </p>
<p>Or, if we are serious about a four-day week, we’ll need to make it affordable for more employees to manage on less. That would require a universal basic income – and this is one excellent reason for pushing for it to happen.</p><img src="https://counter.theconversation.com/content/167721/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Abigail Marks does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Scotland, Ireland and Spain are among those trialling four-day weeks, but they’re not living in the real world.Abigail Marks, Professor of the Future of Work, Newcastle UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1664762021-08-29T10:55:28Z2021-08-29T10:55:28ZHigh rates of COVID-19 burnout could lead to shortage of health-care workers<figure><img src="https://images.theconversation.com/files/417664/original/file-20210824-16663-1mz17j6.png?ixlib=rb-1.1.0&rect=0%2C9%2C1235%2C903&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Intensive care nurse Kathryn Ivey's Tweet illustrates the impact of the pandemic on health-care workers. Used with permission.</span> <span class="attribution"><a class="source" href="https://twitter.com/kathryniveyy/status/1330607852524867587">@kathryniveyy/Twitter</a>, <span class="license">Author provided</span></span></figcaption></figure><p>During the pandemic’s third wave, researchers interviewed nurses to see how their <a href="https://windsor.ctvnews.ca/tired-burned-out-and-angry-uwindsor-study-sheds-light-on-state-of-working-nurses-1.5536147">perceptions had changed over the preceding year</a>. Early in the pandemic, nurses had reported optimism about supporting one another through the pandemic, but by the third wave, this had been replaced by anger and exhaustion. </p>
<p>One source of resentment was how employers were managing a depleted workforce. Clinical psychologist Dana Ménard found that incentives for new hires caused anger among those who had been on the front lines for a year with no retention rewards. Vicki McKenna, president of the Ontario Nurses Association, expressed concerns about staffing, <a href="https://windsorstar.com/news/local-news/tired-depressed-angry-nurses-leaving-jobs-during-pandemic-windsor-study-finds">telling a reporter</a>, “I fear that it is going to be devastating to the workforce. I’m very worried about the future of the nursing workforce.”</p>
<p>Meanwhile, other sources warned of a potential shortage of nurses. “Canadian nurses are leaving in droves,” <a href="https://www.theglobeandmail.com/canada/article-canadian-nurses-are-leaving-in-droves-worn-down-by-16-merciless-months/">ran a <em>Globe and Mail</em> headline</a>.</p>
<h2>Understanding burnout</h2>
<p>Appreciating what is happening to these nurses and how to respond hinges on understanding burnout, which may be the primary occupational hazard of health-care work. This is especially true in a pandemic. <a href="https://doi.org/10.1186/s12960-020-00469-9">Burnout, as it is typically measured, has three components</a>: emotional exhaustion, depersonalization (indifference or emotional distance) and a diminished sense of professional achievement. </p>
<p>Burnout occurs in many occupations, but health care exposes its professionals to unusual types of stress, <a href="https://doi.org/10.1177/0969733020909523">including moral distress</a>. This arises when professionals feel constrained from providing the best care. Examples include situations when care may be too aggressive at the end of life, or when one health-care worker is concerned about care provided by another. Moral distress has increased during the pandemic <a href="https://doi.org/10.1097/ccm.0000000000004865">due to scarce resources</a> and the <a href="https://doi.org/10.1186/s12913-021-06555-5">inability to comfort families</a>.</p>
<h2>Consequences of burnout</h2>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Nurses close the curtains of a patients room in the COVID-19 Intensive Care Unit at Surrey Memorial Hospital in Surrey, B.C." src="https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/417915/original/file-20210825-21-y456gx.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Burnout occurs in many occupations, but health care exposes its professionals to unusual types of stress.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Jonathan Hayward</span></span>
</figcaption>
</figure>
<p>Burnout is bad for everyone. It is associated with <a href="https://doi.org/10.1186/s12960-020-00469-9">diminished safety and quality of care for patients</a>, and <a href="https://doi.org/10.1111/joim.12752">mental health problems and poor quality of life for professionals</a>. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/heroes-or-just-doing-our-job-the-impact-of-covid-19-on-registered-nurses-in-a-border-city-143787">Heroes, or just doing our job? The impact of COVID-19 on registered nurses in a border city</a>
</strong>
</em>
</p>
<hr>
<p>For the health-care system, burnout is associated with <a href="https://doi.org/10.1186/s12960-020-00469-9">absenteeism, reduced productivity and thoughts of leaving one’s job</a>. During a time <a href="https://www.cbc.ca/radio/thecurrent/the-current-for-feb-22-2021-1.5922712/canada-is-facing-a-nursing-shortage-here-s-why-it-s-hard-to-fill-the-gap-1.5923251">when nurses</a> and <a href="https://www.fraserinstitute.org/sites/default/files/supply-of-physicians-in-canada.pdf">doctors are in short supply</a>, we cannot afford to lose more because of burnout.</p>
<h2>Burnout is rising</h2>
<p>Burnout was common before COVID-19 and is now rampant. For example, rates of severe emotional exhaustion were <a href="https://doi.org/10.1001/jama.2018.12777">often in the range of 20 to 40 per cent</a> prior to the pandemic, with higher rates in intensive care units and emergency medicine. Compare that to Canadian surveys later in the pandemic reporting <a href="https://doi.org/10.1016/j.genhosppsych.2021.04.012">rates of 62 per cent</a>, <a href="https://doi.org/10.1136/bmjopen-2021-050380">63 per cent</a> and <a href="https://www.oma.org/newsroom/news/2021/aug/ontarios-doctors-report-increased-burnout-propose-five-solutions/">72 per cent</a>.</p>
<p>It should be no surprise that working in health care during a pandemic that is unprecedented in our lifetimes has increased burnout. </p>
<p>In addition to risking their own health, many health-care professionals have been, for example, working longer hours and are often understaffed if colleagues are in quarantine or ill. Many maintained their full-time job while their children were unable to attend school. They must also manage uncertainty as policies change and a virus mutates, while providing care to critically ill individuals who chose not to be vaccinated.</p>
<h2>Burnout may deplete the health-care workforce</h2>
<p>Surveys of health-care workers reveal an extraordinary challenge. <a href="https://rnao.ca/sites/rnao-ca/files/Nurses_Wellbeing_Survey_Results_-_March_31.pdf">A survey of members of the Registered Nurses Association of Ontario</a> found 43 per cent were considering leaving, more among those who felt burnt out. Another Canadian study reported <a href="https://doi.org/10.1097/ceh.0000000000000365">50 per cent of nurses surveyed</a> intended to leave.</p>
<p><a href="https://ottawacitizen.com/news/local-news/signing-bonuses-are-a-sign-of-the-times-as-desperate-hospitals-seek-nurses">Signing bonuses for new nurses</a>, which angered the nurses Dr. Ménard’s team interviewed, suggest that the intention to leave is translating into action. Indeed, <a href="https://www.cbc.ca/news/canada/british-columbia/nurses-quitting-kamloops-interior-health-1.6148410">reports of shortages related to pandemic burnout</a> continue to appear in the news.</p>
<p>Since understaffing is both a cause and consequence of burnout, the health-care system may be entering the downward spiral of a particularly vicious circle. </p>
<h2>Solutions</h2>
<figure class="align-right zoomable">
<a href="https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A woman walks by a street mural of a health-care worker in protective equipment, flexing her bicep" src="https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=789&fit=crop&dpr=1 600w, https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=789&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=789&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=992&fit=crop&dpr=1 754w, https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=992&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/417918/original/file-20210825-18784-natref.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=992&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Instead of optimism about supporting one another, nurses are now reporting anger and exhaustion.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Nathan Denette</span></span>
</figcaption>
</figure>
<p>The solution should match the problem. Evidence indicates that <a href="https://doi.org/10.1111/joim.12752">burnout is more a consequence of work conditions than of the workers’ vulnerabilities</a>: of long hours, high workload, moral distress and <a href="https://doi.org/10.3390/healthcare8020098">violence and abuse in the workplace</a>, among other systemic problems. </p>
<p>And yet, most research studying interventions to prevent and reduce burnout focuses instead on individuals by teaching things like coping skills and stress reduction techniques. Although providing individual interventions <a href="https://doi.org/10.1016/S0140-6736(16)31279-X">may be moderately helpful</a>, as the sole response to an occupational hazard, it is perverse — like teaching the residents of a flood zone how to swim instead of elevating their homes or helping them to move. </p>
<p>The health-care system urgently needs <a href="https://doi.org/10.1111/joim.12752">system-level measures</a> that protect its professionals from harm, and compensate them for hazards. These may include manageable hours, adequate time off, appropriate staff-to-patient ratios and <a href="https://www.patientsafetyinstitute.ca/en/toolsResources/Creating-a-Safe-Space-Psychological-Safety-of-Healthcare-Workers/Pages/creating-a-safe-space-addressing-the-psychological-safety-of-healthcare-workers-2020-01-06.aspx">workplace safety measures</a>. Some organizations will try to recruit new health professionals to manage shortages, but recruitment into a harmful environment is not sustainable. </p>
<p>Which brings us to leadership. <a href="https://doi.org/10.1016/j.mayocp.2019.10.041">Evidence supports the value of leadership in reducing burnout in health care</a>, especially leaders <a href="https://doi.org/10.1186/s12960-020-00469-9">who are transparent, ethical, respectful, reflective and informed</a>. We need health-care leaders who are <a href="https://doi.org/10.1016/j.mayocp.2016.10.004">committed to protecting the health of providers and organizations</a> as well as patients. System level support is needed to prevent the COVID-19 pandemic from causing an exodus of professionals from health care.</p><img src="https://counter.theconversation.com/content/166476/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Robert Maunder receives funding from the Canadian Institutes of Health Research and is a member of the Mental Health Working Group of the Ontario COVID-19 Science Advisory Table.</span></em></p><p class="fine-print"><em><span>Gillian Strudwick receives funding from the Canadian Institutes of Health Research and is a member of the Mental Health Working Group of the Ontario COVID-19 Science Advisory Table. She also works at the Centre for Addiction and Mental Health.</span></em></p>Rates of burnout have increased alarmingly among health-care workers during the pandemic. Unless the system provides more support to its already depleted workforce, staff shortages may get worse.Robert Maunder, Professor of Psychiatry, University of TorontoGillian Strudwick, Scientist and Assistant Professor, Institute of Health Policy, Management and Evaluation, University of TorontoLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1659612021-08-20T01:03:51Z2021-08-20T01:03:51ZIt’s all too easy to be offended by an innocent work email — but there are ways to avoid it<figure><img src="https://images.theconversation.com/files/417108/original/file-20210819-27-t6rv7o.jpg?ixlib=rb-1.1.0&rect=0%2C17%2C5751%2C3811&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>Most people use email frequently in their work, even more during lockdowns and with increased working from home. And all of us have heard tips for “netiquette” — those helpful hints for avoiding offence or miscommunication in the messages we send.</p>
<p>But here’s the thing. Offence is taken as well as given. Neither good intentions nor perfect email etiquette will necessarily avoid problems.</p>
<p>This is because email readers are often subject to what’s called “negative intensification bias”. They often read into messages negativity the sender didn’t intend, or they exaggerate even a hint of negativity.</p>
<p>Office workers spend about <a href="https://www.forbes.com/sites/annabelacton/2017/07/13/innovators-challenge-how-to-stop-wasting-time-on-emails/?sh=45c1a1bb9788">2.5 hours a day</a> reading, writing and responding to email. The vast majority report at least occasionally receiving emails they’d describe as offensive or disrespectful — in <a href="https://www.sciencedirect.com/science/article/pii/S0378720609000925?casa_token=_8j-TYlujt0AAAAA:KoevsICN-mVxUImVdEK3vz_PDxZ6Q8uZB3G3psBFxfn2BPj7_6DFxDvop0SqZdqRrZ1x0BHtwo6A">one study</a>, 91% reported receiving such emails from their boss.</p>
<p>Given the volume of workplace emails, an occasional negative exchange is probably inevitable. However, certain features of email <a href="https://journals.sagepub.com/doi/10.1177/00187267035611003">may make matters worse</a>, increasing the likelihood of miscommunication and conflict escalation. </p>
<p>For example, compared to face-to-face communication, email entails delayed feedback. In face-to-face communication we’re better able to monitor and repair misunderstandings in real time. </p>
<p>Emails also involve reduced “<a href="https://www.sciencedirect.com/topics/computer-science/social-presence">social presence</a>” — the perception the other person is real and “there” in the interaction. Delayed feedback increases the chances of misunderstanding, and low social presence can lower inhibitions and encourage angry replies or “<a href="https://techterms.com/definition/flaming">flaming</a>”.</p>
<figure class="align-center ">
<img alt="two people talking in an office" src="https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/417109/original/file-20210819-23-1pfxa6n.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Social presence: face-to-face interaction can save a lot of misunderstanding.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<h2>The risk of unintended meanings</h2>
<p>Everyone who sends and receives email at work knows the problems that can arise. A Google search will find hundreds of articles about how to avoid them. And there’s good reason for all that attention. </p>
<p>Workplace emails that people consider rude, insulting or impolite <a href="https://www.scientificamerican.com/article/the-psychological-toll-of-rude-e-mails/">create stress</a>, <a href="https://www.forbes.com/sites/bryanrobinson/2020/09/26/new-study-shows-rude-workplace-emails-can-harm-productivity-and-mental-health/?sh=3f74ad19b1ef">detract from productivity and affect wellbeing</a> — even outside the workplace.</p>
<hr>
<p>
<em>
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Read more:
<a href="https://theconversation.com/ten-rules-of-email-that-will-reduce-your-stress-levels-113670">Ten rules of email that will reduce your stress levels</a>
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</em>
</p>
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<p>Email etiquette advice includes minimising “reply all” responses, being cautious with humour, assuming the message is not confidential and asking a colleague to read a difficult message before sending. </p>
<p>All sensible, but it gives the mistaken impression that constructing tactful messages is all that’s needed. It ignores the fact that people receiving email messages are active processors of information who bring their own sensitivities and background knowledge to their interpretation of a message.</p>
<h2>Perceiving negativity</h2>
<p>In <a href="https://journals.sagepub.com/doi/abs/10.1177/0893318920979828?journalCode=mcqa">our research</a>, we asked 276 adults in New Zealand and Australia who used email regularly at work to provide an example of an email they had received that either conveyed or prompted negative emotion. </p>
<figure class="align-right ">
<img alt="reply all email symbol" src="https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=600&fit=crop&dpr=1 600w, https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=600&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=600&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=754&fit=crop&dpr=1 754w, https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=754&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/417110/original/file-20210819-21-ve2t54.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=754&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Email etiquette: beware the ‘reply all’ trap.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<p>We asked them questions about the email and then asked objective observers to read the same messages. We found people who had received the emails directly rated the messages far more negatively than did the observers. </p>
<p>The difference was even greater when the participant’s organisation had a climate in which negative communication was common and when the email sender was in a higher position of power.</p>
<p>This shows a negative intensification bias — that is, an inclination to “read in” more negativity than is apparent in the objective features of the message. It shows context and relationships can influence just how much negativity we perceive.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/not-dead-yet-how-email-has-survived-and-continues-to-thrive-54407">Not dead yet: how email has survived and continues to thrive</a>
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</em>
</p>
<hr>
<h2>Power dynamics matter</h2>
<p>Some of the examples would be seen as negative by nearly everyone: “F*** you and your performance assessments!”</p>
<p>But many were outwardly civil and even polite: “We acknowledge that our request has a very short timeline and certainly appreciate that you are very busy.” Or, “Just wondering why no update has been received. No news is good news hopefully!”</p>
<p>In fact, a lack of overtly negative features in a message was a poor predictor of people’s negative perceptions.</p>
<p>Hyper-negative interpretations were most likely to come into play with ambiguous messages that could be interpreted in multiple ways. </p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/ten-ways-to-get-on-top-of-your-overloaded-email-inbox-that-actually-work-97498">Ten ways to get on top of your overloaded email inbox that actually work</a>
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</em>
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<p>This was especially true when the messages were short and impersonal and when the messages were from higher-ups in the organisation making requests or issuing directives, or when there was already tension in the relationship.</p>
<p>Interestingly, people’s awareness of the need for email etiquette seems to raise their expectation of what is acceptable. The participants’ explanations for why an email was seen as negative often cited rules for appropriate email behaviour. </p>
<figure class="align-center ">
<img alt="happy woman reading emails" src="https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/417111/original/file-20210819-17-vl2wjr.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Workplace training in the dangers of negative intensification bias will help.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<h2>Making email safe again</h2>
<p>Because as a society we have developed views of what’s acceptable, a hastily written or abbreviated message can be read as an intentional slight.</p>
<p>If organisations want to reduce the likelihood of conflict over email communication, training in writing effective emails needs to be matched with similar attention to receiving email messages and the likelihood of negative intensification bias. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/tackling-burnout-how-to-deal-with-stress-and-safety-in-the-workplace-161852">Tackling burnout: How to deal with stress and safety in the workplace</a>
</strong>
</em>
</p>
<hr>
<p>It is impossible for even the most sensitive writer to anticipate all potential causes of offence. Communication training should aim to heighten awareness of the many opportunities for misinterpretation in email and the tendency of receivers to read unintended negativity.</p>
<p>Acknowledging the role of power dynamics and the general climate in an organisation will also help. Demonstrating how internal tensions can be perceived in something as seemingly “innocent” as a brief email can also help improve workplace relationships in general.</p><img src="https://counter.theconversation.com/content/165961/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Theodore E. (Ted) Zorn does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>How we read messages is as important as what we write when it comes to happy workplace relations – especially in lockdowns or when working from home.Theodore E. (Ted) Zorn, Professor of Organisational Communication, Massey UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1626122021-07-18T20:04:48Z2021-07-18T20:04:48ZOur uni teachers were already among the world’s most stressed. COVID and student feedback have just made things worse<figure><img src="https://images.theconversation.com/files/411127/original/file-20210713-15-2odvfa.jpeg?ixlib=rb-1.1.0&rect=0%2C47%2C4560%2C3233&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/young-tired-female-professor-having-headache-1950069691">Shutterstock</a></span></figcaption></figure><p>Australia’s higher education workforce has literally <a href="https://www.theguardian.com/australia-news/2021/feb/03/more-than-17000-jobs-lost-at-australian-universities-during-covid-pandemic">been decimated</a> during the COVID-19 pandemic. Mass forced <a href="https://theconversation.com/big-spending-recovery-budget-leaves-universities-out-in-the-cold-160439">redundancies and non-renewal of casual contracts</a> were highly stressful. And now some disciplines and academics who committed their lives to teaching feel publicly invalidated as unnecessary in the reconstruction of the sector to produce what the government deems to be “<a href="https://theconversation.com/3-flaws-in-job-ready-graduates-package-will-add-to-the-turmoil-in-australian-higher-education-147740">job-ready graduates</a>”.</p>
<p>Our <a href="https://www.tandfonline.com/doi/abs/10.1080/1360080X.2021.1934246?journalCode=cjhe20">recent review</a> finds academics in Australia and New Zealand were suffering high levels of occupational stress well before COVID-19. Recent upheavals only added to existing problems. This is likely to jeopardise recruitment and retention of staff even in the very areas, such as <a href="https://www.abc.net.au/news/2020-07-18/healthcare-social-services-stable-jobs-after-coronavirus/12462670">health, teaching and medicine</a>, where the government expects high future demand.</p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/the-2021-22-budget-has-added-salt-to-universities-covid-wounds-160862">The 2021-22 budget has added salt to universities' COVID wounds</a>
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</em>
</p>
<hr>
<p>Our research team members are now turning their attention to the <a href="https://scuau.qualtrics.com/jfe/form/SV_6XWZoavOraIaZts">impacts of anonymous student feedback</a> on academics’ well-being. Preliminary findings suggest it’s having extreme impacts on the mental health of some of the workforce that remains, especially early career academics. We are also investigating their perceptions of the impacts of this feedback on teaching quality and academic standards. </p>
<h2>What are the main sources of stress?</h2>
<p>The review of university teaching staff over the past 20 years found five key factors contributed to stress and distress: </p>
<ol>
<li><p>balancing teaching and research workloads</p></li>
<li><p>lack of job security in an <a href="https://theconversation.com/more-than-70-of-academics-at-some-universities-are-casuals-theyre-losing-work-and-are-cut-out-of-jobkeeper-137778">increasingly casualised workforce</a></p></li>
<li><p>the role transition from professional to academic practice in applied disciplines — for example, a shift-working nurse moving from a hospital setting to teaching in a university</p></li>
<li><p>role differences for academics compared to other university staff such as administrative and IT staff as most academics have to work after hours and on weekends to manage their workload and meet performance indicators for research and teaching (including student feedback scores)</p></li>
<li><p>the overarching impacts on the sector of “<a href="https://onlinelibrary.wiley.com/doi/10.1111/j.1467-9299.1991.tb00779.x">new public managerialism</a>”.</p></li>
</ol>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/more-than-70-of-academics-at-some-universities-are-casuals-theyre-losing-work-and-are-cut-out-of-jobkeeper-137778">More than 70% of academics at some universities are casuals. They're losing work and are cut out of JobKeeper</a>
</strong>
</em>
</p>
<hr>
<p>Since the 1990s, managerialism has become firmly <a href="https://www.tandfonline.com/doi/abs/10.1080/713696158">embedded in university culture</a>. This <a href="https://www.researchgate.net/publication/287312918_Hierarchy_and_Organisation_Toward_a_General_Theory_of_Hierarchical_Social_Systems">managerialism</a> reflects beliefs about management’s power and tight control over staff. </p>
<p>Academics are facing tighter managerial control and greater surveillance. Every facet of their role is subject to oversight and regulation. </p>
<p>The great changes in technology have contributed to this situation. While technology may enable and enhance the educational experience online, it’s also increasingly used to monitor and manage performance. </p>
<p>Universities that have embraced performance management, reduced the professional autonomy of teaching staff and demanded increased productivity have the <a href="https://link.springer.com/article/10.1007/s10734-013-9668-y">lowest rates of job satisfaction</a>. Australian academics’ satisfaction with their jobs and their institutions’ management is <a href="https://www.tandfonline.com/doi/full/10.1080/1360080X.2010.491111">very low</a> compared to other countries. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/journal-papers-grants-jobs-as-rejections-pile-up-its-not-enough-to-tell-academics-to-suck-it-up-153886">Journal papers, grants, jobs ... as rejections pile up, it's not enough to tell academics to 'suck it up'</a>
</strong>
</em>
</p>
<hr>
<h2>What about the students?</h2>
<p>Ultimately, overworking and micro-managing teaching staff may <a href="https://www.nature.com/articles/d41586-021-00663-2">lead to burnout</a> and reduced enthusiasm for teaching. Additionally, an overemphasis on student retention and happiness may contribute to an erosion of academic standards. </p>
<p>Increasingly, though, the performance, promotion and continuing tenure of academics are directly <a href="https://srhe.tandfonline.com/doi/full/10.1080/02602938.2016.1224997?casa_token=LcbiXoxQKs4AAAAA%3AU3CHGTJo8innyzXX9q22rR3o76FXYXSGpvFvo8W1ybdV5Rm6RNhZeD0aQqJIL6Xa9J0UuycoMMwLQQ#.YMf0MKhLjIU">aligned with measures of student satisfaction and success</a>. The number of students who pass is one such measure. </p>
<p>This means many academics must struggle to balance keeping students happy, ensuring they succeed, while trying to maintain professional and academic standards. Many must also find the time to produce “quality” research outputs in an increasingly competitive environment. </p>
<p>Student satisfaction is now almost universally gauged through online surveys. These include <a href="https://idp.springer.com/authorize/casa?redirect_uri=https://link.springer.com/content/pdf/10.1007/s10734-014-9716-2.pdf&casa_token=wvbqjhCYPacAAAAA:WnQ1smQOsk66t0RGgqEgiULaLgGK5ou3TULwgAhgD40b9R6zguhLzZ43qvTV5zChh6pHgaM0K37cdv0okQ">anonymous verbatim student comments</a>. </p>
<figure class="align-center ">
<img alt="Man reads from laptop" src="https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/411130/original/file-20210713-13-118ak6i.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Academics report PTSD-like responses to the unfiltered anonymous feedback from student surveys.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/young-handsome-man-working-on-laptop-1744217480">Shutterstock</a></span>
</figcaption>
</figure>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/stressed-out-dropping-out-covid-has-taken-its-toll-on-uni-students-152004">Stressed out, dropping out: COVID has taken its toll on uni students</a>
</strong>
</em>
</p>
<hr>
<p>So far, several hundred academics have completed our research team’s voluntary <a href="https://scuau.qualtrics.com/jfe/form/SV_6XWZoavOraIaZts">survey</a>. The majority report receiving comments that were distressing, offensive or disrespectful. Even though these student comments are personally hurtful, many report that such comments are not redacted before being distributed, sometimes widely, within the university. </p>
<p>Universities appear to neglect the impacts of this feedback on academic well-being and reputation. One respondent wrote:</p>
<blockquote>
<p>“I have watched colleagues go through a post-traumatic stress disorder (PTSD) of sorts when evaluation swings around. They have a physiological response: sweaty palms and rapid heart rate.”</p>
</blockquote>
<p>It remains to be seen how extensive this experience is and how the problem can be managed so an experienced, qualified and enthusiastic workforce is maintained. </p>
<p>If you are an Australian health academic who would like to be involved in this research on the influence of anonymous narrative student feedback, please consider completing this ten-minute <a href="https://scuau.qualtrics.com/jfe/form/SV_6XWZoavOraIaZts">survey</a>.</p><img src="https://counter.theconversation.com/content/162612/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Workplace stress among academics has long been higher in Australia and New Zealand than overseas, and research suggests the flow-on impacts on students could fuel a vicious cycle of negative feedback.Megan Lee, Academic Tutor and PhD Candidate, Faculty of Health, Southern Cross UniversityDima Nasrawi, Lecturer in Nursing, Southern Cross UniversityMarie Hutchinson, Professor of Nursing, Southern Cross UniversityRichard Lakeman, Senior Lecturer, Health & Human Sciences, Southern Cross UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1628432021-07-04T20:10:02Z2021-07-04T20:10:02ZOpen-plan office noise increases stress and worsens mood: we’ve measured the effects<figure><img src="https://images.theconversation.com/files/409421/original/file-20210702-17-u5zk3b.jpg?ixlib=rb-1.1.0&rect=43%2C268%2C4841%2C2442&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Monkey Business Images/Shutterstock</span></span></figcaption></figure><p>If you’ve ever felt your noisy open-plan office makes you cranky and sends your heart racing, our new research shows you aren’t imagining it.</p>
<p>Prior to the pandemic <a href="http://www.surgicallycleanair.com/wp-content/uploads/2018/11/the-open-office-trap-the-new-yorker.pdf">70%</a> of office-based employees worked in open-plan offices. Employee complaints about this design are <a href="https://www.sciencedirect.com/science/article/abs/pii/S0272494413000340">rife</a>.</p>
<p>Yet there is little <a href="https://www.researchgate.net/publication/338666898_The_relationship_between_interior_office_space_and_employee_health_and_well-being_-_a_literature_review">experimental research</a> investigating the effects of office noise on things like cognitive performance, physiological stress and mood.</p>
<p>The results of <a href="https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/abs/openplan-office-noise-is-stressful-multimodal-stress-detection-in-a-simulated-work-environment/F3EF8D2DF47767F18CBF5C081D6AB3A0">our study</a>, in experimentally controlled conditions using heart rate, skin conductivity and AI facial emotion recognition, shows the effects of that noise are very real. </p>
<p>We’ve found a significant causal relationship between open-plan office noise and physiological stress. </p>
<p>Our results show such noise heightens negative mood by 25% — and these results come from testing participants in an simulated open-plan office for just eight minutes at a time. In a real office, where workers are exposed to noise continuously during the day, we would expect the effects on stress and mood to be even greater.</p>
<h2>How we simulated open-plan office noise</h2>
<p>We used a simulated office setting with volunteers to compare the effects of typical open-plan office noise to a quieter private office on a range of objective and subjective measures of well-being and performance. Our carefully manipulated soundscapes included people speaking, walking, printing papers, ringing telephones, and keyboard typing noises. </p>
<p>Our study involved observing the same individuals “working” — participants were asked to complete a proof-reading task — under the two noise conditions. We varied the order of the sound tests to avoid bias due to fatigue and training effects.
This “repeated measures experimental design” <a href="https://www.pearsonhighered.com/assets/preface/0/2/0/5/0205944566.pdf">allowed</a> us to make causal conclusions about the effects of the noise on well-being indicators.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/a-new-study-should-be-the-final-nail-for-open-plan-offices-99756">A new study should be the final nail for open-plan offices</a>
</strong>
</em>
</p>
<hr>
<p>We used sensors to track changes in heart rate and sweat response — both reliable <a href="https://link.springer.com/chapter/10.1007/978-1-4939-9098-6_2">indicators</a> of physiological stress. We used <a href="https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/openplan-office-noise-is-stressful-multimodal-stress-detection-in-a-simulated-work-environment/F3EF8D2DF47767F18CBF5C081D6AB3A0">facial emotion</a> recognition software to assess emotional responses. We also had participants self-report their own feeling using a <a href="https://psycnet.apa.org/buy/1988-31508-001">mood scale</a>.</p>
<p>Even after a short exposure, we found a causal relationship between open-plan office noise and both stress and negative mood. Negative mood increased by 25% and sweat response by 34%.</p>
<p>While there was no immediate effect on reduced work performance, it is reasonable to assume such hidden stress over the longer term is detrimental to well-being and productivity.</p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=600&fit=crop&dpr=1 600w, https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=600&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=600&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=754&fit=crop&dpr=1 754w, https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=754&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/409455/original/file-20210702-13-5xrnz6.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=754&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption"></span>
<span class="attribution"><span class="source">The Conversation</span>, <a class="license" href="http://creativecommons.org/licenses/by-nd/4.0/">CC BY-ND</a></span>
</figcaption>
</figure>
<h2>Precise causal relationships</h2>
<p>Our study addresses a gap in the literature by using a simulated office environment with objectively manipulated noise levels and a wide range of objective and subjective dependent variables. </p>
<p><a href="https://www.tandfonline.com/doi/full/10.1080/09613218.2019.1710098">Reviews</a> in research in this field show past studies have tended to only use self-reported measures. They have not used controlled experimental conditions, nor tested sound parameters. </p>
<p>Comparing multiple output measures has allowed us to investigate cause-effect relationships. Much research on open-plan offices has not established direct causal connections, which is necessary to understand precise relationships, and thus the how to most effectively and efficiently reduce these stressors.</p>
<p>Although open-plan offices rarely present an immediate physical danger in terms of sound levels, unrelenting exposure all day intensifies their effects. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/how-employers-can-design-workplaces-to-promote-wellness-91983">How employers can design workplaces to promote wellness</a>
</strong>
</em>
</p>
<hr>
<p>Chronically elevated levels of physiological stress are <a href="https://journals.sagepub.com/doi/full/10.1177/0149206313475815?casa_token=BqWmACQPfd4AAAAA%3AoOz3G9WE17mdUPy4vUmYJy7qMq5j3gv2lWHKqkEd3oioStyZnbDo64AaGnjQIBTyA8mP2gLhAFLq">known</a> to be detrimental to mental and physical health. </p>
<p>Frequently being in a negative mood is also likely to <a href="https://www.researchgate.net/profile/Muhamad-Ekhsan/publication/336440959_THE_INFLUENCE_JOB_SATISFACTION_AND_ORGANIZATIONAL_COMMITMENT_ON_EMPLOYEE_TURNOVER_INTENTION/links/5da0881692851c6b4bcd79f9/THE-INFLUENCE-JOB-SATISFACTION-AND-ORGANIZATIONAL-COMMITMENT-ON-EMPLOYEE-TURNOVER-INTENTION.pdf">harm</a> job satisfaction and commitment. It potentially increases the likelihood of employees leaving. </p>
<h2>What to do about it</h2>
<p>The pandemic has changed our tolerance for office work. Surveys show up to 70% of employees will <a href="https://www.nytimes.com/2021/06/05/upshot/jobs-rising-wages.html">seek new jobs</a> if their employer does not offer flexibility to work from home some of the time. So creating a healthy work environment is more important than ever.</p>
<p>As organisations seek to adapt to COVID-19, many are reconsidering how they set up and use the office. Though open-plan offices are unlikely to go away any time soon, our study highlights the importance of understanding employee needs in designing work spaces. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/the-death-of-the-open-plan-office-not-quite-but-a-revolution-is-in-the-air-140724">The death of the open-plan office? Not quite, but a revolution is in the air</a>
</strong>
</em>
</p>
<hr>
<p>One advantage of more employees working from home at least some of the time is a less crowded office, reducing both visual and auditory distractions. </p>
<p>But there are other things that can be done. Acoustic treatments and sound-masking technologies — <a href="https://journals.sagepub.com/doi/full/10.1177/1351010X20909464?casa_token=MdScgUtkVJwAAAAA%3AGZpLEOFn7GqktJkRy12nqPrjYeQ8CW0wIvr_Rnd8MpUopblDYLj76gAxAiLwhMSFUXjysaHua79a">ambient sounds</a> designed to make other people talking less intrusive — can help. Good old-fashioned walls or partitions may also <a href="https://journals.sagepub.com/doi/full/10.1177/1351010X20909464?casa_token=MdScgUtkVJwAAAAA%3AGZpLEOFn7GqktJkRy12nqPrjYeQ8CW0wIvr_Rnd8MpUopblDYLj76gAxAiLwhMSFUXjysaHua79a">assist</a>. </p>
<p>Such interventions can be costly, but so is the impact of poor office environmental quality <a href="https://www.annualreviews.org/doi/abs/10.1146/annurev.energy.25.1.537">on productivity</a>.</p>
<p>And we might all feel happier about going back to the office.</p><img src="https://counter.theconversation.com/content/162843/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Libby (Elizabeth) Sander receives funding from the Australian Government under the Industry Connections Grant Award. </span></em></p>Our study, measuring heart rate, skin conductivity and emotion in controlled conditions, shows the effects of office noise are very real.Libby (Elizabeth) Sander, Assistant Professor of Organisational Behaviour, Bond Business School, Bond UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1618522021-06-14T17:59:33Z2021-06-14T17:59:33ZTackling burnout: How to deal with stress and safety in the workplace<figure><img src="https://images.theconversation.com/files/406029/original/file-20210613-73475-1iofw11.jpg?ixlib=rb-1.1.0&rect=0%2C585%2C4950%2C2704&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">The Centers for Disease Control and Prevention in Atlanta activated its emergency operations centre in response to the COVID-19 pandemic. </span> <span class="attribution"><span class="source">(Centers for Disease Control/Unsplash)</span></span></figcaption></figure><p>When I began working in disaster and emergency management, there was a funny anecdote suggesting the job was 98 per cent paperwork and two per cent adrenalin.</p>
<p>Looking around at my office environment, I failed to see much adrenalin. To make sense of this, I researched some major disasters and discovered that when they strike, emergency managers transition to working in <a href="https://www.albertahealthservices.ca/topics/Page17116.aspx">emergency co-ordination centres</a>. These nerve centres often look like something out of the movies, with people staring intently at their computers while large screens everywhere display critical information. </p>
<p>During the devastating <a href="https://newsinteractives.cbc.ca/longform/fort-mcmurray-five-years-on-from-disaster">Fort McMurray wildfires in 2016</a>, which destroyed entire subdivisions and caused more than $1 billion in damage, I finally understood the “two per cent adrenalin” aspect of our work. For months, the work was non-stop and around the clock. Soon, I noticed the initial state of exhilaration was replaced by a state of exhaustion.</p>
<figure class="align-center ">
<img alt="A helicopter is seen in the smoke of a wildfire." src="https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&rect=0%2C0%2C3000%2C1998&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/406028/original/file-20210613-73866-1pw9bjx.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">A helicopter battles a wildfire in Fort McMurray, Alta., in 2016. The wildfire forced nearly 90,000 to flee Canada’s oilsands region — and resulted in serious workplace stress for emergency workers.</span>
<span class="attribution"><span class="source">THE CANADIAN PRESS/Jason Franson</span></span>
</figcaption>
</figure>
<p>At that time, I was reminded of <a href="https://drgabormate.com/book/when-the-body-says-no/">the 2004 book, <em>When the Body Says No: The Cost of Hidden Stress</em></a>, written by Canadian physician Gabor Maté, that outlines the four most stressful stimuli: Lack of information, uncertainty, lack of control and conflict. I observed that during a disaster, all of these factors are present in droves. </p>
<p>In a disaster, critical decisions must be made with incomplete or contradictory information. Lack of control and uncertainty emerge when navigating policies, guidelines and laws. There’s often conflict with resource allocation and conflicting priorities. </p>
<p>Other notable factors include atypical working hours, extremes of activity and a sedentary work environment. While some features are unique to our profession, I’m under no illusion that we’re alone in our experiences. Many other professions and positions face similar challenges.</p>
<h2>Exhaustion follows exhilaration</h2>
<p>While short-term workplace stress is to be expected, the problem emerges with long-term sustained stress. </p>
<p>As Hungarian scientist Hans Selye described in 1950 in his seminal <a href="https://www.ncbi.nlm.nih.gov/books/NBK349158/#:%7E:text=Conflicting%20reactions%20to%20Selye's%20account,in%20London%20in%20June%201950">general adaptation syndrome</a> about workplace stress, after sustaining a period of exhilaration, stressed employees eventually reach the exhaustion phase and can no longer sustain additional pressure. Today in my clinical psychology practice, my clients who work in various fields tell me about exhaustion, irritability, impatience, trouble concentrating and taking in new information and feeling under-appreciated at work, with some even contemplating quitting their jobs. </p>
<p>In 2019, the World Health Organization identified a syndrome <a href="https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases">it labelled “burnout”</a> resulting from chronic workplace stress. Now people who report feeling depleted of energy or exhausted, mentally distanced from or cynical about their jobs and experiencing problems getting their work done can be diagnosed with a workplace injury. </p>
<figure class="align-center ">
<img alt="A woman with her head in her hands in front of a laptops" src="https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/406030/original/file-20210613-64042-ttj6a8.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">The WHO labelled chronic workplace stress ‘burnout’ two years ago.</span>
<span class="attribution"><span class="source">Elisa Ventur/Unsplash</span></span>
</figcaption>
</figure>
<p>Burnout as the result of workplace stress carries significant implications for employers. Canadian occupational health and safety standards <a href="https://www.ccohs.ca/oshanswers/psychosocial/mentalhealth_checklist_phs.html">require employers to protect the physical and mental health of their workers</a>. If people are meeting the criteria for burnout, organizations may be neglecting their legislated duty to ensure psychologically safe workplaces. </p>
<h2>Preventing, mitigating stress</h2>
<p>The good news is something can be done. While it will require genuine organizational commitment, prevention and mitigation are key. But to get at the heart of the problem, we must first ask if employers are even tracking psychological safety in the workplace. </p>
<p>Of those that do, most merely encourage staff to exercise more, meditate, sleep better and eat a more balanced diet. This is, quite simply, passing the buck onto an already depleted workforce and does nothing to address the core of the problem. The answer is not to recommend Band-Aid solutions, suggesting employees try even harder in their downtime to compensate for organizational neglect. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A woman in an office pores over a document." src="https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=401&fit=crop&dpr=1 600w, https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=401&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=401&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/406031/original/file-20210613-17-me8m1k.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Workplaces must implement clear policies to reflect their commitment to workplace mental health and safety, including appointing a wellness champion.</span>
<span class="attribution"><span class="source">(Unsplash)</span></span>
</figcaption>
</figure>
<p>For meaningful change, organizations must first implement clear policies reflecting their commitment to workplace mental health and psychological safety, and appoint a wellness champion and leaders who model these values.</p>
<p>The next step is identifying workplace hazards through employee engagement surveys, workplace risk assessments, incident investigations, exit interviews and disability claim data if available. Identifying controls to prevent psychological harm is also necessary.</p>
<h2>Respectful workplace policies</h2>
<p>Once hazards have been identified, prevention and mitigation measures must follow. Organizations must define and train employees on their duties and responsibilities, monitor workload, consider flexible work arrangements, clearly communicate priorities and ensure respectful workplace policies are understood and that managers who defy them are held accountable. </p>
<p>Organizations must address environmental risks by encouraging movement, breaks and getting sunlight. Finally, documenting and reporting hazards as a measure for ongoing program development is necessary because it helps inform company policy as part of holistic continuous improvement efforts. </p>
<p>Throughout the entire cycle, I remind organizational leaders to remain present to support staff through the execution of all tasks — and of the value in fostering happy and engaged teams. </p>
<p>Research shows that the highest performing workplace teams <a href="https://hbr.org/2017/08/high-performing-teams-need-psychological-safety-heres-how-to-create-it">have one thing in common: psychological safety</a>. When people feel safe, they are engaged and committed to their work, and this builds organizational resilience. Employers who manage to get ahead of the burnout curve will gain a distinct advantage over other organizations.</p><img src="https://counter.theconversation.com/content/161852/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Kristen Deuzeman does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Burnout as the result of workplace stress has big implications for employers. Occupational health and safety standards require employers to protect both the physical and mental health of workers.Kristen Deuzeman, Industrial/Organizational Psychologist, Northern Alberta Institute of TechnologyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1555162021-03-16T18:16:18Z2021-03-16T18:16:18ZCan narcissistic managers fake that they care?<figure><img src="https://images.theconversation.com/files/389435/original/file-20210314-21-mvvna2.jpg?ixlib=rb-1.1.0&rect=0%2C35%2C2000%2C1290&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">For narcissistic managers, it's all about them, not their employees. </span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/selfsatisfied-proud-caucasian-young-man-looks-755500357">Anna Koldunova/Shutterstock </a></span></figcaption></figure><p>Relationships at work matter greatly to our well-being, and perhaps no work relationship affects us more strongly than the one we have with our manager. In fact, people who leave their job frequently report that their manager is their <a href="https://www.gallup.com/workplace/237059/employee-burnout-part-main-causes.aspx">most important reason for doing so</a>.</p>
<p>Managers’ narcissistic tendencies are often a key issue that troubles their relationship with their <a href="https://theconversation.com/toxic-leaders-affect-companies-and-governments-how-to-deal-with-them-78265">employees</a>. Although narcissists tend to make a good first impression, their true nature unfolds over time and <a href="https://doi.org/10.1177/0956797613491970">reveals</a> that they care above all about themselves, not about others.</p>
<p>Our recent <a href="https://doi.org/10.1111/joop.12337">studies</a> show that narcissistic managers are poorly equipped to develop good, sustainable relationships with others because their selfish behaviour and disregard for others erodes what is the basis of all good relationships – trust.</p>
<p>My fellow researchers and I therefore wondered: Could some narcissistic managers develop the ability to camouflage their lack of concern for others and make others trust them by creating the impression that they care?</p>
<h2>How do narcissistic managers erode others’ trust in them?</h2>
<p>Narcissistic individuals display a <a href="https://doi.org/10.1016/j.leaqua.2006.10.005">range of self-centered characteristics</a>, including selfishness, entitlement, arrogance and the exploition of people for personal gain. They consider themselves as more important, talented, and attractive than others, but they are also insecure about themselves and have a strong need to be admired. Narcissists thus simultaneously crave other people’s reaffirmation and validation of their inflated self-image, and feel entitled to attention and admiration.</p>
<p>This duality of craving and feeling entitled to admiration leads narcissistic individuals to consider themselves born to be leaders and to feel entitled to leadership positions, positions in which they may be <a href="https://doi.org/10.1177/1745691619873350">seen and admired</a>. Unfortunately, we tend to interpret a narcissistic individual’s overconfidence as a signal that they are, in fact, competent and that they would make a <a href="https://theconversation.com/narcissistic-leaders-even-children-fall-for-their-superficial-charms-154113">good leader</a>. So narcissists’ aspiration for leadership positions combined with the good first impressions that they make can cause them to rise in hierarchies, which results in narcissistic traits being <a href="https://doi.org/10.1111/peps.12072">relatively common among managers</a>.</p>
<p>Although narcissistic individuals may make a good impression initially, they can be ill-suited to leadership positions, because effective leadership requires developing collaborative, reciprocal, trusting relationships with others. Instead, as our research consistently finds, narcissistic managers are considered less trustworthy by those who work for them. This is because developing trust requires integrity and caring about others, neither of which come natural to narcissistic individuals. </p>
<p>In fact, narcissistic managers are likely to put their own interests ahead of those of others and may even step on others when doing so is needed to achieve personal gain. Consequently, as our studies confirmed, a narcissistic, untrustworthy manager will make people feel unsafe to take risks, make mistakes, and express themselves openly.</p>
<h2>Is it easy to spot a narcissist?</h2>
<p>Because the effects of narcissistic leaders are likely to come out and their true nature may be revealed over time, it is tempting to think that we could easily detect a narcissistic manager. If this is the case, we may simply – through selection tests in organizational recruitments, for example – try to detect them and ensure that they’re not selected for leadership positions.</p>
<p>Such efforts certainly hold merit, as narcissistic individuals are typically not shy about admitting that they want to be admired or even that they overlook the interests of others. Indeed, in general, narcissists <a href="https://doi.org/10.1111/1467-6494.00041">do not present themselves as agreeable or modest</a>. However, narcissists are not incompetent and they have the <em>capability</em> to learn that they may be even more effective in attaining their selfish goals if they present themselves in a socially acceptable way or, in other words, if they camouflage their lack of care and fly under the radar.</p>
<p>A consistent finding in our studies is that some narcissistic managers engage in techniques to manage the impression that others have of them – they actively seek to behave in ways that makes them <em>appear</em> sincere to others. Moreover, our findings indicate that these impression-management techniques can be successful: employees perceive highly narcissistic managers that try to make themselves appear sincere as more trustworthy than their highly narcissistic counterparts who do not engage in this impression management behaviour and, because of this, their employees feel safer to express themselves openly. In a nutshell, they can fake that they care and be successful in doing so.</p>
<h2>What might this fake caring look like?</h2>
<p>When someone behaves in a way that seems caring, it can be difficult to tell whether or not they are faking it. Fortunately, there may be some signs. In general, the fact that narcissistic individuals need to learn how to give others the impression that they care, means that they cannot rely on spontaneous behaviour and responses. This means that their seemingly sincere behaviour is likely to appear awkward or scripted. For example:</p>
<ul>
<li><p>Someone who is truly caring is likely to spontaneously ask you how you are doing, and is likely to be aware of what is going on in your life. In contrast, a person who does not really care is less likely to ask you spontaneously. Instead, it could be that they only ever ask how you are after you have just asked them. It could simply be that your question reminded them to express caring about you in return. Moreover, they may be unlikely to ask follow-up questions after having shown their superficially caring behaviour. After all, they are not truly interested in you.</p></li>
<li><p>Someone who is truly caring is likely to listen and be more empathic. In contrast, if you find yourself telling a story about your own experience and the experience suddenly appears to be about them, their seemingly empathic response to your story might be only an opportunity for them to tell a story about themselves. Similarly, it is possible that their reaction to your story is not empathic at all, remains superficial, and only sticks to the facts.</p></li>
<li><p>At the same time, however, if they only let you talk and never share or relate to what you are saying, it may well be that they have made you believe that they are interested in you but that they do not actually care. Someone who is caring and trustworthy is likely to express trust in you as well – for example, by sharing about their own life – because trustworthy people are likely to see relationships as a two-way street.</p></li>
</ul>
<p>Most people have a natural inclination to trust others who show signs of caring, so we are vulnerable to the assumption that narcissists have good intentions, especially those narcissists who engage in extra effort to appear sincere. Some awareness of this effect and the ways in which we might recognize fake caring is helpful to protect well-intentioned people from being exploited and manipulated.</p><img src="https://counter.theconversation.com/content/155516/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Melvyn R.W. Hamstra ne travaille pas, ne conseille pas, ne possède pas de parts, ne reçoit pas de fonds d'une organisation qui pourrait tirer profit de cet article, et n'a déclaré aucune autre affiliation que son organisme de recherche.</span></em></p>Narcissism is relatively common among managers and can damage their relationships with employees. Yet some narcissists can enourage trust despite their shortcomings. So how can they be detected?Melvyn R.W. Hamstra, Assistant Professor in Leadership and Organizational Behavior, IÉSEG School of ManagementLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1470892021-01-31T18:54:59Z2021-01-31T18:54:59ZMillennials are not the only ‘burnout generation’ (just ask the rest of us)<figure><img src="https://images.theconversation.com/files/379650/original/file-20210120-15-f666ie.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">www.shutterstock.com</span></span></figcaption></figure><p>In her new book, <a href="https://www.penguin.com.au/books/cant-even-9781784743345">Can’t Even</a>, American journalist Anne Helen Petersen writes of how Millennials have become “<a href="https://www.vox.com/policy-and-politics/21473579/millennials-great-recession-burnout-anne-helen-petersen">the burnout generation</a>”. </p>
<blockquote>
<p>[It’s] feeling that you’ve hit the wall exhaustion-wise, but then have to scale the wall and just keep going. There’s no catharsis, no lasting rest, just this background hum of exhaustion.</p>
</blockquote>
<p>The book, recently released in Australia, builds on the <a href="https://www.buzzfeednews.com/article/annehelenpetersen/millennials-burnout-generation-debt-work">viral essay</a> Petersen wrote in 2019. </p>
<p>At its heart, the book is a critique about the nature of modern workplaces and the modern economy. </p>
<p>As Petersen recently told Vox,</p>
<blockquote>
<p>There’s a feeling of instability that’s the baseline economic condition for many, many millennials, and it’s enhanced by these other components of our lives that make it harder to turn away from.</p>
</blockquote>
<figure class="align-right ">
<img alt="Cover of 'Can't Even' by Anne Helen Petersen." src="https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=965&fit=crop&dpr=1 600w, https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=965&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=965&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=1213&fit=crop&dpr=1 754w, https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=1213&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/379424/original/file-20210119-26-f5nvhd.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=1213&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Can’t Even by Anne Helen Petersen has just been published in Australia.</span>
<span class="attribution"><span class="source">Penguin Books Australia</span></span>
</figcaption>
</figure>
<p>Petersen argues Millennials, born between the early 1980s and mid-1990s, have come of age in a world where more and more of their time is being demanded by not just work, but by <a href="https://www.npr.org/2020/09/22/915590402/in-cant-even-burnout-is-seen-as-a-societal-problem-one-we-cant-solve-alone">life</a>. </p>
<p>Technology means work follows us everywhere, at all hours, while leisure time happens (or is “performed”) on social media. Meanwhile, homes are turned into Airbnb rentals, cars become rideshare services. </p>
<h2>What’s age got to do with it?</h2>
<p>Peterson tells real and important stories about the frustration, anxiety, and malaise of <a href="https://www.forbes.com/sites/melodywilding/2020/10/13/how-millennials-can-beat-burnout-author-anne-helen-petersen-on-curbing-productivity-obsession/?sh=1621582875ea">herself and her contemporaries</a>. However, she does us all a disservice by framing this as particularly “Millennial problem”. </p>
<p>While Petersen does acknowledge burnout impacts everyone, she assumes Millennials are a concrete group of people whose experience of burnout is exceptional. </p>
<figure class="align-center ">
<img alt="Young woman looking tired and stressed." src="https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/379649/original/file-20210120-21-lw8bc3.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">‘Can’t Even’ describes the ‘background hum of exhaustion’ felt by Millennials.</span>
<span class="attribution"><span class="source">www.shutterstock.com</span></span>
</figcaption>
</figure>
<p>The idea of clear generational groups, each possessing defining characteristics seems intuitive. It makes sense a group of contemporaries who had similar experiences in their formative years, would come to have similar attitudes, values, and beliefs.</p>
<p>But many scholars are uncertain that the generational groups as we know them — such as Millennials, Gen X or Baby Boomers — are as real or useful as we might think. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/from-boomers-to-xennials-we-love-talking-about-our-generations-but-must-recognise-their-limits-80679">From Boomers to Xennials: we love talking about our generations, but must recognise their limits</a>
</strong>
</em>
</p>
<hr>
<p>Empirical research to prove generational groupings has produced <a href="https://academic.oup.com/workar/article-abstract/3/2/209/2623806?redirectedFrom=fulltext">“highly mixed and contradictory results”</a>. So, many academics aren’t convinced birth-year groups even exist — there are too many variables.</p>
<p>For example, if a 20-year-old today doesn’t follow office etiquette, is this a product of them being <a href="https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies#">Generation Z</a>? Or because this person is new to the workforce? </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/millennials-at-work-dont-see-themselves-as-millennials-58994">Millennials at work don't see themselves as millennials</a>
</strong>
</em>
</p>
<hr>
<p>More broadly, the majority of research about generations have been undertaken across Europe, North America, and Australia/Oceania. Given these three regions combined <a href="https://www.worldometers.info/geography/7-continents/">make up less than 18%</a> of the world’s population, it becomes clear how little we know. </p>
<p>So, while the frustrations of Petersen and her contemporaries are real — it is important to emphasise they are something everyone is facing. </p>
<h2>‘Feelings of energy depletion’</h2>
<p>Burnout has <a href="https://www.ncbi.nlm.nih.gov/books/NBK279286/">historically been studied</a> in relation to workplace stress, particularly where employees are in a caring role. </p>
<figure class="align-center ">
<img alt="Healthcare workers in the USA observe a silence to honour COVID victims." src="https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/379654/original/file-20210120-17-1vqzfx9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Traditionally ‘burnout’ has been examined as a form of workplace stress.</span>
<span class="attribution"><span class="source">Josh Galemore/AAP</span></span>
</figcaption>
</figure>
<p>It is defined by <a href="https://www.who.int/mental_health/evidence/burn-out/en/">World Health Organisation</a> as</p>
<blockquote>
<p>(a) feelings of energy depletion or exhaustion; (b) increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and (c) reduced professional efficacy.</p>
</blockquote>
<p>But <a href="https://onlinelibrary.wiley.com/doi/pdf/10.1111/iwj.13441">medical experts</a> are starting to see burnout as a society-wide issue, particularly as people find themselves overwhelmed and fatigued by COVID-19. Similarly, mental health groups <a href="https://au.reachout.com/articles/burnout-and-chronic-stress">have identified burnout as</a> a product of long-term, or chronic, stress. </p>
<p>That is to say, scientists and support services are coming to understand burnout is not necessarily a product of the workplace specifically — <a href="https://au.reachout.com/articles/burnout-and-chronic-stress">but everything going on</a> in someone’s life — from how much technology they use, to how many commitments they have.</p>
<h2>Everyone is over it</h2>
<p>In 2020, who of us can say they aren’t feeling burned out? </p>
<p>After a summer of bushfires, we had (and still have) a pandemic. For many, the boundaries between work and life have collapsed as we have needed to work, care, and relax at home — sometimes in the same room. </p>
<figure class="align-center ">
<img alt="Dad trying to work on couch with kids jumping over him." src="https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=444&fit=crop&dpr=1 600w, https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=444&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=444&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=558&fit=crop&dpr=1 754w, https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=558&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/379643/original/file-20210119-28-ge1w6t.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=558&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">COVID has brought a whole new meaning to ‘working from home’.</span>
<span class="attribution"><span class="source">www.shutterstock.com</span></span>
</figcaption>
</figure>
<p>COVID has been accompanied by a seemingly permanent state of angst, as we all found ourselves <a href="https://www.wired.com/story/stop-doomscrolling/">doomscrolling</a> for the latest updates. Many people have also lost <a href="https://www.abc.net.au/news/2020-11-19/jobs-unemployment-coronavirus-economy-abs/12899560">income and job security</a>. And more than <a href="https://ourworldindata.org/covid-deaths">2 million people</a> around the world have lost their lives. </p>
<h2>Burnout is about more than the pandemic</h2>
<p>But it is not “just 2020”. The past several decades have seen huge changes to the way that we live, and engage with those around us. </p>
<p>For example, social media has had a profound effect — and not always <a href="https://digitalcommons.psjhealth.org/publications/1093/">for the better</a> in terms of our mental health. </p>
<figure class="align-center ">
<img alt="Man with his head in his computer." src="https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=411&fit=crop&dpr=1 600w, https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=411&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=411&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=517&fit=crop&dpr=1 754w, https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=517&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/379655/original/file-20210120-19-1vk2ik0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=517&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">The rise of 24/7 technology has made life easier … and unrelenting.</span>
<span class="attribution"><span class="source">www.shutterstock.com</span></span>
</figcaption>
</figure>
<p>In the workplace, an “<a href="https://theconversation.com/our-culture-of-overtime-is-costing-us-dearly-110566">overtime culture</a>” has blossomed. As of 2019, about 13% of Australia’s workforce was working more than 50 hours a week. </p>
<p>The <a href="https://www.abc.net.au/news/2019-04-25/australia-sees-increase-in-casual-workers-ai-job-threats/11043772">rise in casual employment</a> may have allowed for more flexibility, but it has increased <a href="https://newsroom.unsw.edu.au/news/business-law/topic-contention-casualisation-workforce">insecurity</a> — with no paid leave, and unstable work schedules. </p>
<p>Here it is important to note, in 2020, those aged 15-24 made up <a href="https://newsroom.unsw.edu.au/news/business-law/topic-contention-casualisation-workforce">less than 40%</a> of all casual jobs. While the casual workforce is skewed towards younger workers - the casualisation of the workforce impacts all of us. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/uber-might-not-take-over-the-world-but-it-is-still-normalising-job-insecurity-127234">Uber might not take over the world, but it is still normalising job insecurity</a>
</strong>
</em>
</p>
<hr>
<p>On top of all of this, we have seen rising levels of <a href="https://www.smh.com.au/politics/federal/more-than-one-in-20-people-with-a-hecs-debt-owes-more-than-50-000-20180825-p4zzph.html">student</a> and <a href="https://www.corelogic.com.au/news/could-household-debt-levels-be-trigger-another-round-credit-tightening">household debt</a>, skyrocketing <a href="https://www.theguardian.com/business/grogonomics/2021/jan/19/the-gap-between-australian-house-prices-and-incomes-is-only-likely-to-grow">house prices</a>, and the increasing effects of <a href="https://theconversation.com/2020-was-a-terrible-year-for-climate-disasters-but-there-are-reasons-for-hope-in-2021-151434">climate change</a>. </p>
<p>We all have plenty of reasons to feel bombarded by life. </p>
<h2>How do you solve burnout?</h2>
<p>So, what do we do? It goes without saying, widespread burnout due to social, economic, and political forces in the middle of a pandemic is a complex problem to solve. </p>
<p>At an individual level, resources do exist to help us address our <a href="https://mhaustralia.org/">mental health</a> and <a href="https://www.safeworkaustralia.gov.au/topic/mental-health">support those around us</a>.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/the-day-is-dawning-on-a-four-day-work-week-139587">The day is dawning on a four-day work week</a>
</strong>
</em>
</p>
<hr>
<p>However, systemic change is far more complex. <a href="https://theconversation.com/four-day-week-how-workplaces-can-successfully-establish-it-153012">Academics</a> and <a href="https://www.theguardian.com/world/2020/may/20/jacinda-ardern-flags-four-day-working-week-as-way-to-rebuild-new-zealand-after-covid-19">world leaders</a> have suggested reducing the work week might be an important step. Though, as noted by Peterson, it’s no longer just work demanding our time, energy, and attention. </p>
<p>As Peterson points out, one area that may need reimagining is how much and how often we consume information. Scholars in the 1960s were already <a href="https://medium.com/@maiken_louise/mcluhan-s-global-village-still-relevant-today-1bd4e3792b61">raising concerns</a> about the impact so much information could have on people, and in turn, society. </p>
<p>We as humans are social and curious creatures, but how much news, connection and information is good for us? </p>
<h2>Comparing generations is a trap</h2>
<p>As <a href="https://slate.com/human-interest/2019/01/burnout-millennials-capitalism-buzzfeed-essay.html">Slate journalist Shannon Palus</a> observes, Petersen deserves credit for identifying big problems about a culture that constantly asks for more access to every aspect of our lives. </p>
<p>However, framing this issue as one belonging to, or uniquely impacting Millennials is a trap. It encourages us to compare different generations to see who is the least or most burned out.</p>
<p>Really, our attention should be devoted to working together to reduce burnout for everyone.</p><img src="https://counter.theconversation.com/content/147089/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Steven David Hitchcock does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>A new book presents burnout as a generational issue, but this is a trap.Steven David Hitchcock, Lecturer, University of SydneyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1534062021-01-26T13:27:29Z2021-01-26T13:27:29ZHow Biden’s dogs could make the Oval Office a workplace with less stress and better decision-making<figure><img src="https://images.theconversation.com/files/380567/original/file-20210125-15-1bneqly.jpg?ixlib=rb-1.1.0&rect=3%2C0%2C1243%2C718&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Presidential pup Major Biden stretches his legs on the White House lawn.</span> <span class="attribution"><span class="source">The Official White House photo/Adam Schultz via Twitter</span>, <a class="license" href="http://creativecommons.org/licenses/by/4.0/">CC BY</a></span></figcaption></figure><p>On Jan. 24 the White House welcomed two new residents: Champ and Major, the newly minted first dogs of the United States. The first dogs are poised to offer special benefits to workers in the White House. </p>
<figure class="align-right zoomable">
<a href="https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="A virtual poster saying 'Join the world's largest party for dogs. Celebrate the Indoguration!' In the center is a photo of a German Shepard." src="https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=800&fit=crop&dpr=1 600w, https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=800&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=800&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=1005&fit=crop&dpr=1 754w, https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=1005&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/380048/original/file-20210121-13-1uhhize.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=1005&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">The first ‘Indoguration’ hosted by the Delaware Humane Association.</span>
<span class="attribution"><a class="source" href="https://delawarehumaneassociation.salsalabs.org/indoguration/index.html">Delaware Humane Association</a></span>
</figcaption>
</figure>
<p>Since entering the political spotlight, Champ and Major have achieved <a href="https://www.harpersbazaar.com/celebrity/latest/a34680434/joe-biden-dogs/">celebrity status</a>, making news when then-<a href="https://www.cnn.com/2020/11/29/politics/biden-twisted-ankle/index.html">President-elect Joe Biden fractured his foot while playing with Major</a> and <a href="https://twitter.com/joebiden/status/1189327302733238272?lang=en">stumping for Biden on the campaign trail</a>. The dogs even share a <a href="https://twitter.com/theovalpawffice?lang=en">Twitter account</a>, which features <a href="https://twitter.com/firstdogsusa/status/1349845039434887168">photos</a> and <a href="https://twitter.com/firstdogsusa/status/1352404292049711106/photo/1">doggie press releases</a>. Major, <a href="https://www.nytimes.com/2020/11/10/style/biden-german-shepherd-champ-major-rescue.html">the first shelter dog to live in the White House</a>, has delighted so many people, the Delaware Humane Association, from which Major was adopted, <a href="https://delawarehumaneassociation.salsalabs.org/indoguration/index.html">held an “indoguration” ceremony</a> for him.</p>
<p><a href="https://www.whitehousehistory.org/white-house-pets/top-dogs-at-the-white-house">Pets in the Oval Office</a> have long fascinated many on both sides of the aisle. George H.W. Bush’s springer spaniel, <a href="https://www.google.com/books/edition/Millie_s_Book/VIxTPgAACAAJ?hl=en">Millie, “authored” a book</a> on life in the White House that charmed many readers – and even <a href="https://www.smithsonianmag.com/history/all-the-presidents-pooches-136909816/">outsold her presidential guardian’s autobiography</a>. More recently, <a href="https://www.whitehousehistory.org/photos/fotoware?id=4223CE23619B4E05%20A387769923767980">Buddy Clinton</a>, <a href="https://www.georgewbushlibrary.smu.edu/Home/The-President-and-Family/The-Bush-Family/Barney-and-Miss-Beazley-Biography.aspx">Barney and Miss Beazley Bush</a> and <a href="https://www.obama.org/gallery/bo-sunny/">Bo and Sunny Obama</a> have captivated the American public while roaming the halls of the White House.</p>
<p>As a dog enthusiast, I too take enormous delight in seeing presidents’ dogs <a href="https://www.abc.net.au/news/2017-01-17/president-obama-runs-with-bo-the-dog/8188148?nw=0">run down the White House hallways</a>, <a href="https://www.presidentialpetmuseum.com/pets/spot/">deplane from Air Force One</a> or <a href="https://theconversation.com/could-a-dog-pick-the-next-president-132719">campaign with their guardians</a>. But as a <a href="https://www.iwudogscientists.com/">psychologist studying dog cognition and behavior</a>, I must add a crucial point: <a href="https://www.audible.com/pd/Decoding-Dogs-Inside-the-Canine-Mind-Audiobook/B08FXRKSK3">Dogs have much more to offer</a> than feel-good stories and cute photo ops. A growing area of research suggests that <a href="https://www.medicaldaily.com/how-spending-time-dogs-significantly-improves-your-life-423091">dogs can provide real benefits</a>, not only to their daily companions, but also to those in their orbit.</p>
<h2>Promoting well-being</h2>
<p>These benefits explain why many workplaces – from <a href="https://thebark.com/content/barks-directory-best-dog-friendly-companies">Amazon to Zygna</a> – have begun welcoming dogs into their offices. Recent research suggests that dogs in the workplace can lead to <a href="http://doi.org/10.3389/fvets.2019.00138">increased worker engagement, lower employee turnover</a>, <a href="https://doi.org/10.1177/0021943605277399">greater work satisfaction</a> and even enhanced employee <a href="https://doi.org/10.3390/ani11010089">cohesion and communication</a>. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="President Obama kneels and pets his dog outside the Oval Office." src="https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=336&fit=crop&dpr=1 600w, https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=336&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=336&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=423&fit=crop&dpr=1 754w, https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=423&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/380052/original/file-20210121-19-138faew.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=423&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">President Barack Obama takes a break outside the Oval Office with Bo in 2012.</span>
<span class="attribution"><a class="source" href="https://newsroom.ap.org/detail/CampaignDoggyWars/16cd494e276d4f1fb9d0aae629937310">AP Photo/Pablo Martinez Monsivais</a></span>
</figcaption>
</figure>
<p>The Oval Office, the site of momentous decisions, enormous stress and complex social dynamics, may benefit from dogs even more than typical workplaces. After all, stress can compromise <a href="https://doi.org/10.1016/j.neubiorev.2012.02.003">decision-making</a> and <a href="https://www.sciencedaily.com/releases/2005/11/051117174336.htm">problem-solving abilities</a>. Pets can alleviate stress, however, dampening these effects and leading to <a href="https://doi.org/10.1161/hyp.38.4.815">improved performance on difficult tasks</a>.</p>
<p>Not only do people <a href="https://doi.org/10.1080/08927936.2019.1550280">report feeling less workplace stress around dogs</a>, but their very bodies tend to support this claim. A growing area of research suggests human <a href="https://doi.org/10.1007/s10865-013-9546-1">heart rates slow, levels of the stress hormone cortisol shrink</a> and <a href="https://doi.org/10.5694/j.1326-5377.1992.tb137178.x">blood pressure decreases</a> when people hang out with dogs. Interestingly, the positive effects of pups on stress levels exceed that of <a href="https://doi.org/10.1097/01.psy.0000024236.11538.41">even a close friend or family member</a>: A dog will reduce your stress more than your spouse or best friend will. After all, dogs are <a href="https://theconversation.com/your-dogs-nose-knows-no-bounds-and-neither-does-its-love-for-you-148484">naturally inclined to love you unconditionally</a> and will never find fault with the way you slurp your soup.</p>
<figure class="align-left zoomable">
<a href="https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="George H.W. Bush cuddles a very young puppy." src="https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=880&fit=crop&dpr=1 600w, https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=880&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=880&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=1105&fit=crop&dpr=1 754w, https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=1105&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/380046/original/file-20210121-17-yt153w.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=1105&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">President George H.W. Bush holds one of Millie’s six puppies at the White House in 1989.</span>
<span class="attribution"><a class="source" href="https://newsroom.ap.org/detail/GeorgeHWBush1989/7bc8611c1645404c96384d64eea86805">AP Photo/Ron Edmonds</a></span>
</figcaption>
</figure>
<p>Dogs may reduce stress because they <a href="https://www.psychologytoday.com/us/blog/the-right-balance/201804/how-dogs-drive-emotional-well-being">provide social support</a>. You may feel supported by your pooch, in part, because of the <a href="https://doi.org/10.1126/science.1261022">oxytocin feedback loop between humans and dogs</a>. Oxytocin, a hormone involved in <a href="https://doi.org/10.1016/S0079-6123(08)00427-5">promoting social bonds</a>, is released in both dogs and humans when <a href="https://www.smithsonianmag.com/science-nature/dog-gazes-hijack-brains-maternal-bonding-system-180955019">gazing into each other’s eyes</a>.</p>
<p>People report <a href="https://doi.org/10.2752/089279306785593928">improved mood</a>, <a href="https://news.ubc.ca/2018/03/12/sit-stay-heal-study-finds-therapy-dogs-help-stressed-university-students/">increased happiness and greater energy levels</a> around dogs. And, on the flip side, they enjoy reduced feelings of <a href="https://www.nami.org/Blogs/NAMI-Blog/February-2018/How-Dogs-Can-Help-with-Depression">depression</a>, <a href="https://doi.org/10.1016/j.jamda.2007.11.007">loneliness</a> and <a href="https://doi.org/10.1037/a0024506">negativity</a> when dogs are present.</p>
<h2>Creating connection</h2>
<p>Given dogs’ skill at providing these supports and boosting mood, it may not surprise you to learn they work their magic not only one on one, but also in group settings. In the presence of a dog, people in groups have <a href="https://doi.org/10.2752/089279304785643203">better social interactions, engage in more conversations</a> and are more likely to form <a href="http://doi.org/10.1163/156853007X169333">long-term friendships</a> with one another. </p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Chirac and Clinton squat to pet a Labrador Retriever." src="https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=480&fit=crop&dpr=1 600w, https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=480&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=480&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=603&fit=crop&dpr=1 754w, https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=603&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/380055/original/file-20210121-21-q81ej6.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=603&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">President Clinton and President Chirac of France showing Buddy some love in 1999.</span>
<span class="attribution"><a class="source" href="https://commons.wikimedia.org/wiki/File:Photograph_of_President_William_Jefferson_Clinton_and_President_Jacques_Chirac_of_France_Petting_Buddy_the_Dog-_02-19-1999_(6461540955)_(cropped).jpg">National Archives and Records Administration</a></span>
</figcaption>
</figure>
<p>The effects of dogs as social lubricants can go further: Dogs even foster development of <a href="https://doi.org/10.1348/000712600161673">social support networks</a> among their humans, leading to a sense of community, and more social interactions between people in their vicinity. These engagements offer opportunities for even more social support in high-stress environments. And perhaps most importantly, <a href="https://doi.org/10.2752/175303708X371564">people are more likely to offer help</a> when a dog is present.</p>
<p>Having Champ and Major in the White House may help President Biden and his staff navigate the stresses and tensions of the current political landscape. Beyond “indogurations,” tweets and cute photo ops, Champ and Major will offer physical, psychological and social benefits in the Oval Office. </p>
<p>In short, pets (<a href="https://www.healthline.com/health/benefits-of-being-cat-lover">yes, cats too!</a>) improve the quality of life in almost every context – including presidential ones. Perhaps they can, even in a small way, play a role in uniting a divided country. After all, personal politics aside, isn’t it comforting to know there will be paws pattering around the White House again?</p>
<p>[<em>The Conversation’s science, health and technology editors pick their favorite stories.</em> <a href="https://theconversation.com/us/newsletters/science-editors-picks-71/?utm_source=TCUS&utm_medium=inline-link&utm_campaign=newsletter-text&utm_content=science-favorite">Weekly on Wednesdays</a>.]</p><img src="https://counter.theconversation.com/content/153406/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Ellen Furlong has written for Audible / The Great Courses. She has received funding from The National Institute of Health. She is a member of The Animal Behavior Society, The Comparative Cognition Society, The American Psychological Association, and The Society for Teaching of Psychology.</span></em></p>Research shows the presence of dogs increases overall human well-being, which can come in handy in high-stress work environments like the White House.Ellen Furlong, Associate Professor of Psychology, Illinois Wesleyan UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1526082021-01-05T19:01:00Z2021-01-05T19:01:00ZExhausted by 2020? Here are 5 ways to recover and feel more rested throughout 2021<figure><img src="https://images.theconversation.com/files/377084/original/file-20210104-19-l8phsu.jpg?ixlib=rb-1.1.0&rect=0%2C0%2C5000%2C3241&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>For most of us, 2020 was an exhausting year. The COVID-19 pandemic heralded draining physical health concerns, social isolation, job dislocation, uncertainty about the future and related <a href="https://www.blackdoginstitute.org.au/wp-content/uploads/2020/04/20200319_covid19-evidence-and-reccomendations.pdf">mental health</a> issues. </p>
<p>Although some of us have enjoyed changes such as less commuting, for many the pandemic added extra punch to the main source of stress – engaging in or searching for work.</p>
<p>Here’s what theory and research tells us about how to feel more rested and alive in 2021.</p>
<h2>Recovery activity v experience</h2>
<p>Recovery is the process of reversing the adverse impacts of stress. Leading recovery researchers <a href="https://www.uni-mannheim.de/smip/team/researchers/prof-dr-sabine-sonnentag/#c222561">Sabine Sonnentag</a> and <a href="https://www.fritzpoplab.com/">Charlotte Fritz</a> have highlighted the important distinction between recovery activities (what you do during leisure time) and
<a href="https://psycnet.apa.org/doiLanding?doi=10.1037%2F1076-8998.12.3.204">recovery experiences</a> (what you need to experience during and after those activities to truly recover).</p>
<p>Recovery activities can be passive (such as watching TV, lying on a beach, reading, internet browsing or listening to music) or active (walking, running, playing sport, dancing, swimming, hobbies, spiritual practice, developing a skill, creating something, learning a language and so on). </p>
<p>How well these activities reduce your stress depends on the extent to which they provide you with five types of <a href="https://doi.apa.org/doiLanding?doi=10.1037/ocp0000079">recovery experiences</a>:</p>
<ul>
<li><p>psychological detachment: <a href="https://doi.org/10.1177/0963721411434979">fully disconnecting</a> during non-work time from work-related tasks or even thinking about work issues </p></li>
<li><p>relaxation: being free of tension and anxiety</p></li>
<li><p>mastery: challenging situations that provide a sense of progress and achievement (such as being <a href="https://doi.org/10.1016/j.jvb.2019.103324">in learning mode</a> to develop a new skill)</p></li>
<li><p>control: deciding yourself about what to do and when and how to do it </p></li>
<li><p>enjoyment: the state or process of deriving pleasure from seeing, hearing or doing something.</p></li>
</ul>
<p>Of these, psychological detachment is the most potent, according to a <a href="https://doi.org/10.1002/job.2217">2017 meta-analysis</a> of 54 psychological studies involving more than 26,000 participants. </p>
<p>Benefits of mentally disengaging from work include <a href="https://doi.org/10.1002/job.2217">reduced fatigue and enhanced well-being</a>. On the other hand, inadequate psychological detachment leads to <a href="https://doi.org/10.1002/job.2039">negative thoughts about work</a>, <a href="https://doi.org/10.1002/job.2217">exhaustion, physical discomfort</a>, and negative emotions both <a href="https://doi.org/10.1037/ocp0000077">at bedtime</a> and <a href="https://doi.org/10.1037/0021-9010.93.3.674">during the next morning</a>.</p>
<p>Here are five tips, drawn from the research, to feel more rested and alive.</p>
<h2>1. Follow the evidence</h2>
<p>There are <a href="https://doi.org/10.1037/ocp0000079">mixed findings</a> regarding the recovery value of passive, low-effort activities such as watching TV or reading a novel.</p>
<p>More promising are <a href="https://doi.org/10.1037/1076-8998.6.3.196">social activities</a>, avoiding <a href="https://doi.org/10.1111/j.1464-0597.2012.00530.x">work-related smartphone use</a> after work, as well as engaging in <a href="http://dx.doi.org/10.1136/jech.2010.113571">“receptive” leisure activities</a> (such as attending a concert, game or cultural event) and “creative” leisure activities (designing and making something or expressing yourself in a creative way).</p>
<p>Spending time in <a href="https://doi.org/10.1016/j.jenvp.2013.04.002">“green” environments</a> (parks, bushland, hills) is restorative, particularly when these are natural rather than urban settings. <a href="https://doi.org/10.1016/j.healthplace.2015.07.003">“Blue” environments</a> (the coast, rivers, lakes) are also highly restorative.</p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/376946/original/file-20210104-19-ouvjw7.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Time spent in natural green spaces is more restorative than in urban settings.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<p>Even short lunchtime <a href="https://doi.org/10.1037/ocp0000083">walks and relaxation exercises</a> lead to feeling more recovered during the afternoon.</p>
<p>Two of the surest ways to recover are to engage in <a href="https://doi.org/10.1016/j.riob.2018.11.002">physical exercise and get plenty of quality sleep</a>.</p>
<h2>2. Assess your ‘boundary management style’</h2>
<p>Your boundary management style is the extent to which you integrate or separate your work and life beyond work. Work-life researcher Ellen Kossek has created <a href="https://purdue.qualtrics.com/SE/?SID=SV_38n9h7OgvNdDeRf">a survey</a> (it takes about five minutes) to help assess your style and provide suggestions for improvement. </p>
<p>The following table <a href="https://core.ac.uk/reader/82147160">developed by Kossek</a> shows physical, mental and social strategies to manage boundaries and separate your work and life beyond work.</p>
<hr>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=529&fit=crop&dpr=1 600w, https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=529&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=529&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=665&fit=crop&dpr=1 754w, https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=665&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/377114/original/file-20210105-15-prj2qb.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=665&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption"></span>
<span class="attribution"><a class="license" href="http://creativecommons.org/licenses/by-sa/4.0/">CC BY-SA</a></span>
</figcaption>
</figure>
<hr>
<h2>3. Cultivate your identity beyond work</h2>
<p>Many of us define ourselves in terms of our <a href="https://doi.org/10.1007/978-1-4419-7988-9_29">profession</a> (“I’m an engineer”), <a href="https://doi.org/10.2307/258189">employer</a> (“I work at …”) and perhaps our <a href="https://doi.org/10.1177/0018726719851835">performance</a> (“I’m a top performer”). </p>
<p>We may also have many <a href="https://doi.org/10.5465/19416520.2014.912379">other identities</a> related to, for instance, (“I’m a parent”), religion (“I’m a Catholic”), interests (“I’m a guitarist”), activities (“I’m a jogger”) or learning aspirations (“I’m learning Portuguese”). </p>
<p><a href="https://www.sydney.edu.au/business/about/our-people/academic-staff/dan-caprar.html">Dan Caprar</a> and <a href="https://people.wgtn.ac.nz/ben.walker">Ben Walker</a> suggest <a href="https://theconversation.com/heres-why-youre-checking-work-emails-on-holidays-and-how-to-stop-148720">two useful ways</a> to prevent being overly invested in work identity. </p>
<p>First, reorganise your physical space to reduce visual reminders of your work-related identities (e.g. your laptop, professional books, performance awards) and replace them with reminders of your other identities. </p>
<p>Second, do some “identity work” and “<a href="https://doi.org/10.1108/09534811011017180">identity play</a>”, reflecting on the identities you cherish and experimenting with potential new identities. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/heres-why-youre-checking-work-emails-on-holidays-and-how-to-stop-148720">Here's why you're checking work emails on holidays (and how to stop)</a>
</strong>
</em>
</p>
<hr>
<h2>4. Make time for better recovery experiences</h2>
<p>Document what you do when not working. Ask yourself how much these activities enable you to truly experience psychological detachment, relaxation, mastery, control and enjoyment.</p>
<p>Then experiment with alternative activities that might provide richer recovery experiences. This will typically require less time on things such as <a href="https://doi.org/10.1027/1864-1105/a000224">news media</a> (especially <a href="https://doi.org/10.1177/2378023120969339">pandemic updates</a> and <a href="https://www.wired.com/story/stop-doomscrolling/">doomscrolling</a>), TV, <a href="https://doi.org/10.1371/journal.pone.0231924">social media</a>, <a href="https://doi.org/10.1556/jba.3.2014.003">online shopping</a> or <a href="https://doi.org/10.1007/s11469-015-9578-6">video games</a>, <a href="https://doi.org/10.1007/s11469-020-00366-1">gambling</a>, <a href="https://doi.org/10.1177/2156869317728373">pornography</a>, <a href="https://doi.org/10.1016/j.jad.2020.09.012">alcohol</a> or <a href="https://doi.org/10.1111/add.14892">illicit drugs</a> to recover. </p>
<figure class="align-center ">
<img alt="Couple in bed looking at smartphones." src="https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=392&fit=crop&dpr=1 600w, https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=392&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=392&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=493&fit=crop&dpr=1 754w, https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=493&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/377121/original/file-20210105-19-1jcqpls.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=493&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Passive leisure activities are less likely to provide the five key recovery experiences of psychological detachment, relaxation, mastery, control and enjoyment.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
</figcaption>
</figure>
<p>You will make it easier to give up activities with minimal recovery value if you supplant them with more rejuvenating <a href="https://www.tandfonline.com/doi/abs/10.1080/02678373.2011.570941">alternatives you enjoy</a>. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/three-ways-to-achieve-your-new-years-resolutions-by-building-goal-infrastructure-105292">Three ways to achieve your New Year’s resolutions by building 'goal infrastructure'</a>
</strong>
</em>
</p>
<hr>
<h2>5. Form new habits</h2>
<p>Habits are behaviours we <a href="https://doi.org/10.1037/0033-295X.114.4.843">automatically repeat</a> in certain situations. Often we fail to develop better habits by being too ambitious. The “<a href="https://www.tinyhabits.com/">tiny habits</a>” approach suggests thinking smaller, with “ABC recipes” that identify: </p>
<ul>
<li><p>anchor moments, when you will enact your intended behaviour</p></li>
<li><p>behaviours you will undertake during those moments</p></li>
<li><p>celebration to create a positive feeling that helps this behaviour become a habit. </p></li>
</ul>
<p>Examples of applying this approach are:</p>
<ul>
<li><p>After I eat lunch, I will walk for at least ten minutes (ideally somewhere green). I will celebrate by enjoying what I see along the way. </p></li>
<li><p>After I finish work, I will engage in 30 minutes of exercise before dinner. I will celebrate by raising my arms in a V shape and saying “Victory!” </p></li>
<li><p>After 8.30pm I will not look at email or think about work. I will celebrate by reminding myself I deserve to switch off.</p></li>
</ul>
<p>Perhaps the most essential ingredient for building better recovery habits is to steer away from feeling burdened by ideas about what you “should” do to recover. Enjoy the process of experimenting with different recovery activities that, given all your work and life commitments, seem most promising, viable and fun.</p><img src="https://counter.theconversation.com/content/152608/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Peter A. Heslin does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Here’s what the research tells us about what wears us out, what renews us, and how to feel more refreshed in 2021.Peter A. Heslin, Professor of Management and Scientia Education Fellow, UNSW SydneyLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1509982020-12-10T17:13:38Z2020-12-10T17:13:38ZStressed out working from home? Consider a hotel day pass<figure><img src="https://images.theconversation.com/files/373756/original/file-20201209-17-14k0lnr.JPG?ixlib=rb-1.1.0&rect=0%2C0%2C4492%2C3046&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Could the Chateau Laurier be your new office?</span> <span class="attribution"><span class="source">THE CANADIAN PRESS/Adrian Wyld</span></span></figcaption></figure><p><a href="https://www.scotsman.com/news/finish-or-bust-jk-rowlings-unlikely-message-edinburgh-hotel-room-2467096">J.K. Rowling famously wrote her <em>Harry Potter</em> series</a> from local cafés and, eventually, out of a five-star hotel. <a href="https://youtu.be/GjLan582Lgk">She found that working from home had too many distractions</a>, including child-care responsibilities. </p>
<p>Instead, she simply needed a quiet and simulating place to work that was free of distractions and allowed her to be productive. </p>
<figure>
<iframe width="440" height="260" src="https://www.youtube.com/embed/GjLan582Lgk?wmode=transparent&start=0" frameborder="0" allowfullscreen=""></iframe>
<figcaption><span class="caption">Oprah Winfrey Network.</span></figcaption>
</figure>
<p>Similarly, as we near the 10th month of mandated remote work, many employees working from home are struggling for a variety of reasons, just as Rowling did. Perhaps it’s time to rethink the concept of working from home versus working from anywhere safely. </p>
<p>Between <a href="https://digital.com/covid-19-working-from-home-follow-up-survey">40 per cent to 70 per cent</a> <a href="https://www.hrreporter.com/focus-areas/relocation-travel/how-many-workers-want-to-go-back-to-the-office/333302">of employees currently working remotely</a> due to COVID-19 restrictions want to go back to the office, with safety measures in place.</p>
<p>Having a dedicated, distraction-free work space can <a href="https://doi.org/10.1016/j.cognition.2011.11.015">keep workers on task and foster deeper cognitive processing</a>. It can also help separate work hours from non-work hours. </p>
<p>Nonetheless, returning to the office isn’t likely an option since many businesses might remain closed well into 2021, or some might have moved permanently to a work-from-home model. Some workers might also be facing a lengthy commute if they’ve moved away from cities during the lengthy pandemic.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/young-workers-can-thrive-after-coronavirus-layoffs-by-leaving-big-cities-139175">Young workers can thrive after coronavirus layoffs by leaving big cities</a>
</strong>
</em>
</p>
<hr>
<p>Meanwhile, the hotel industry across Canada has been severely and negatively impacted by the COVID-19 pandemic. Hundreds of thousands of hotel workers are out of jobs. <a href="https://www.statista.com/statistics/1122853/coronavirus-hotel-occupancy-canada/">At the end of October 2020</a>, Canadian hotels reported vacancy rates ranging from 64.4 per cent in British Columbia to 84.5 per cent in Québec. <a href="https://www.mckinsey.com/industries/travel-logistics-and-transport-infrastructure/our-insights/hospitality-and-covid-19-how-long-until-no-vacancy-for-us-hotels">Many hotels are on the brink of collapse</a>. </p>
<p>A solution may be within reach that solves both problems. </p>
<p>Similar to the “<a href="https://www.cbc.ca/news/business/shop-local-covid-19-pandemic-small-businesses-1.5675070">shop local</a>” messaging encouraging consumers to buy from small neighbourhood retailers, working remotely from a nearby hotel could be a solution that benefits both remote workers and local hotels until the pandemic has passed.</p>
<h2>The negative side of working from home</h2>
<p>Working from home for the last 10 months has left some workers feeling <a href="https://hbr.org/sponsored/2020/07/6-ways-to-avoid-isolation-fatigue-while-balancing-the-demands-of-remote-work">isolated, depressed and disengaged</a>. While there are many benefits associated with working from home, <a href="https://doi.org/10.1111/j.1468-005X.2012.00284.x">emotional exhaustion levels of workers increase when working from home extensively</a>. </p>
<p>The blurring of personal and professional space causes some employees to struggle switching off from work. This reduces cognitive well-being and <a href="https://pubmed.ncbi.nlm.nih.gov/22138930/">negatively affects sleep quality</a>. </p>
<p>People working in a home crowded with family members also suffer from the “<a href="https://www.emerald.com/insight/content/doi/10.1108/IJPSM-06-2020-0150/full/html?skipTracking=true">time elasticity illusion</a>.” That happens when others assume the worker can spend time on household tasks without it having an impact on the amount of time spent on paid work. This involuntary overlap of household and work commitments leads to fatigue.</p>
<figure class="align-center ">
<img alt="A woman's silhouette in the darkness." src="https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=337&fit=crop&dpr=1 600w, https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=337&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=337&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=424&fit=crop&dpr=1 754w, https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=424&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/373730/original/file-20201209-15-1f6kard.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=424&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Remote work and the blurring of professional and personal time can result in insomnia and fatigue.</span>
<span class="attribution"><span class="source">(Ben Blennerhassett/Unsplash)</span></span>
</figcaption>
</figure>
<p>There’s a spillover effect of that fatigue. <a href="https://psycnet.apa.org/doiLanding?doi=10.1037%2Fapl0000843">End-of-day work exhaustion leads to difficulties starting work and staying on task the following day</a>. This can become a difficult cycle to break.</p>
<p>Research shows that workers who focus on finding dedicated, distraction-free work spaces during peak efficiency hours <a href="https://doi.org/10.1108/IJM-07-2017-0172">are more productive and less stressed out about their jobs</a>.</p>
<figure class="align-left ">
<img alt="Office workers chat and laugh while looking at a laptop." src="https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/373732/original/file-20201209-17-huqn6h.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Some employees like the structure of the workplace.</span>
<span class="attribution"><span class="source">(Unsplash)</span></span>
</figcaption>
</figure>
<p>Studies also suggest <a href="https://link.springer.com/article/10.1007/s11205-012-0003-2">the mundane routines of everyday working life like getting ready, eating breakfast and commuting make some people happy</a>. Additionally, these routines create a buffer between personal and professional time.</p>
<p><a href="https://digital.com/covid-19-working-from-home-follow-up-survey">Some people also crave the normalcy and structure of the workplace</a>. Others, especially parents, want to get away from the distractions of home. </p>
<h2>How do hotel workers benefit?</h2>
<p>Aligned with this, hotels have broadened their business model and <a href="https://www.workspacesbyhilton.com/">started offering packages that are aimed at remote workers</a>. Those working from home can access a local hotel on a day or special pass. These passes typically include <a href="https://www.torontocentre.intercontinental.com/special-pkg/work-from-hotel-package">special rates (daily, weekly or monthly)</a>, <a href="https://workanywhere.marriott.com">dedicated work spaces</a> and waived fees for special services like gyms and pools. These services can both help workers overcome the strain of an exclusive work-from-home situation while giving a boost to local businesses.</p>
<p><a href="https://www.ic.gc.ca/app/scr/app/cis/businesses-entreprises/721">In 2019, there were more than 10,000 accommodation services businesses across Canada</a>. <a href="https://www.ic.gc.ca/app/scr/app/cis/businesses-entreprises/721">Most of these employed between five to 99 employees.</a> These jobs are often part-time, providing employment that is <a href="https://www.workbc.ca/labour-market-information/industry-information/industry-profiles/accommodation-and-food-services#workforce">highly accessible to women</a>, <a href="https://www.jobbank.gc.ca/content_pieces-eng.do?cid=12204">young workers and immigrants</a>. </p>
<p>Unfortunately, <a href="https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=3610023201&pickMembers%5B0%5D=2.2&cubeTimeFrame.startMonth=04&cubeTimeFrame.startYear=2019&cubeTimeFrame.endMonth=07&cubeTimeFrame.endYear=2020&referencePeriods=20190401%2C20200701">more than 50 per cent of hotel workers lost their jobs between January and June of 2020</a>, with very little employment recovery since then.</p>
<h2>Breaking the cycle</h2>
<p>While hotels traditionally provide overnight accommodation for travellers, they can attract different clients by marketing themselves as safe, distraction-free, dedicated places to work for those who work from home and need to break the cycle of exhaustion. </p>
<p>The use of hotel space by remote workers, even temporarily, can support employment of local hotel workers, creating a dual benefit at a time of uncertainty.</p>
<figure class="align-center ">
<img alt="A porter opens the door into a brightly lit hotel room." src="https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=420&fit=crop&dpr=1 600w, https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=420&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=420&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=527&fit=crop&dpr=1 754w, https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=527&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/374267/original/file-20201210-24-1u058i8.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=527&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">If hotel rooms are sitting empty during the pandemic, why not put them to good use?</span>
<span class="attribution"><span class="source">(Ming Dai/Pixabay)</span></span>
</figcaption>
</figure>
<p>And according to the <a href="https://www.who.int/news-room/q-a-detail/coronavirus-disease-covid-19-working-in-hotels">World Health Organization</a>, working from a hotel is safe if basic COVID-19 precautions are followed. These include washing hands frequently, wearing masks and maintaining a safe distance from others. Plexiglas shields or remote/keyless check-in, entry and checkout systems are also useful.</p>
<p>If stressed-out workers and interested hoteliers need more information, <a href="https://www.hac-covid.com/">the Hotel Association of Canada (HAC), in partnership with the Public Health Agency Canada, has created a COVID-19 portal</a> providing information for hotels on a variety of safety measures and initiatives. </p>
<p>In the meantime, <a href="https://www.businesstraveller.com/business-travel/2020/10/28/marriott-launches-work-from-hotel-packages/">some major hotel chains, including Marriott</a>, <a href="https://www.workspacesbyhilton.com/">Hilton</a> and the <a href="https://www.torontocentre.intercontinental.com/special-pkg/work-from-hotel-package">Intercontinental</a>, have launched work-from-hotel packages aimed at providing some relief for stressed-out people who need to get out of their homes to effectively do their jobs — or maybe even create the next <em>Harry Potter</em> phenomenon.</p><img src="https://counter.theconversation.com/content/150998/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Nita Chhinzer receives funding from the Government of Canada, Social Sciences and Humanities Research Council (SSHRC) for an Insight Grant focused on exploring the antecedents and consequences of job loss and mass layoffs in Canada (2020-2023). </span></em></p>People working from home, especially parents, are stressed out during the COVID-19 pandemic. Hotels, meantime, have taken a huge economic hit. Here’s why hotels should market to remote workers.Nita Chhinzer, Associate Professor, Human Resource Management and Business Consulting (Dept of Management), University of GuelphLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1460192020-09-23T05:51:51Z2020-09-23T05:51:51ZMore neurotic, less agreeable, less conscientious: how job insecurity shapes your personality<figure><img src="https://images.theconversation.com/files/357794/original/file-20200914-20-1wwltes.jpg?ixlib=rb-1.1.0&rect=0%2C938%2C3800%2C2855&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><span class="source">Shutterstock</span></span></figcaption></figure><p>With unemployment at its highest rate in three decades, <a href="https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/aug-2020">almost a million Australians</a> are experiencing the anxiety of being out of work. Even more are underemployed, and more still holding on to jobs for now, not knowing if that will last.</p>
<p>If you feel secure in your job, you are lucky. Because the psychological fallout of job insecurity can last a lifetime.</p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/winding-back-jobkeeper-and-jobseeker-will-push-740-000-australians-into-poverty-145308">Winding back JobKeeper and JobSeeker will push 740,000 Australians into poverty</a>
</strong>
</em>
</p>
<hr>
<p>Many studies have shown the association between employment and psychological and physical well-being. A meta-analysis of <a href="https://psycnet.apa.org/doiLanding?doi=10.1037%2F0021-9010.90.1.53">104 empirical studies</a> by behavioural researcher Frances McKee-Ryan and colleagues argues the evidence is “strongly supportive of a causal relationship” between unemployment and mental health. </p>
<p>The effect of job insecurity, however, has been less researched, even though such insecurity has long been an issue for many in contract-based, casual and gig economy jobs; and it will affect many more as the threat of artificial intelligence and automation looms.</p>
<p>Our <a href="https://psycnet.apa.org/doiLanding?doi=10.1037%2Fapl0000488">large-scale study</a>, tracking the experience of more than a thousand Australians over nearly a decade, suggests job insecurity over a prolonged period can actually change your personality. And that could make a significant difference to your life and well-being decades down the track. </p>
<hr>
<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/hunger-lost-income-and-increased-anxiety-how-coronavirus-lockdowns-put-huge-pressure-on-young-people-around-the-world-145059">Hunger, lost income and increased anxiety: how coronavirus lockdowns put huge pressure on young people around the world</a>
</strong>
</em>
</p>
<hr>
<h2>How we tracked personality changes</h2>
<p>Personality is often assumed to be stable and enduring. A growing body of research, however, shows how personalities evolve over time. For example, on average self-confidence, warmth, self-control and emotional stability tends to increase as we age, with the greatest change being between the age of <a href="https://journals.sagepub.com/doi/10.1111/j.1467-8721.2008.00543.x">20 and 40</a>. </p>
<p>Studies like ours are investigating how work experiences shape personality over time. Previous studies, for example, suggest more <a href="https://www.sciencedirect.com/science/article/abs/pii/S0001879115000585">autonomy at work</a> can increases a person’s ability to cope with new and unpredictable situations. A <a href="https://www.sciencedirect.com/science/article/abs/pii/S0001879115300191">demanding and stressful job</a>, on the other hand, can make someone more neurotic and less conscientious.</p>
<p>To explore the possible personality effects, we used data from the <a href="https://melbourneinstitute.unimelb.edu.au/hilda">Household, Income and Labour Dynamics in Australia survey</a>, a national survey that collects information from a large and representative sample of Australians each year. The survey tracks the same people as far as is possible, which enables researchers to look at how individual changes over time. Respondents are asked (among other things) how secure they feel their job is, as well as questions relating to personality traits. </p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/359494/original/file-20200923-14-16kdhio.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">Demanding and stressful work can make someone more neurotic and less conscientious.</span>
<span class="attribution"><span class="source">Shutterstock</span></span>
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</figure>
<p>We analysed nine years of data from 1,046 Australians working in a range of occupations and professions. Every four years (years 1, 5 and 9) participants completed <a href="https://www.tandfonline.com/doi/abs/10.1207/s15327752jpa6303_8">a well-established personality measure</a>, asking them to describe their characteristics against adjectives such as “talkative”, “moody”, “warm”, “orderly” and “creative”. </p>
<p>These adjectives reflect where people sit in relation to five key personality traits: neuroticism (or emotional stability), extraversion, openness, agreeableness and conscientiousness. </p>
<hr>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="Five key personality traits" src="https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=300&fit=crop&dpr=1 600w, https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=300&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=300&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=377&fit=crop&dpr=1 754w, https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=377&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/359490/original/file-20200923-18-1k0qevp.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=377&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
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<span class="attribution"><span class="source">Shutterstock</span></span>
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<p>In our modelling approach, we examined how participants’ chronic job insecurity in preceding years (i.e. during years 1-4 and 5-8) predicted their personality change after this experience (i.e. during years 1-5 and 5-9). We controlled for other job characteristics (such as job autonomy and demands) to establish the specific impact of chronic job insecurity. </p>
<h2>Effects of chronic job insecurity</h2>
<p>Our analysis showed that workers who experienced job insecurity over several consecutive years became less emotionally stable, less agreeable and less conscientious. </p>
<p><strong>1. Reduced emotional stability</strong></p>
<p>Understandably, chronic job insecurity can cause us to become anxious, tense, irritable and depressed. </p>
<p>Job insecurity itself is already worrying, and when this goes on for a long time, it can make us feel we are trapped in that situation, unable to escape. </p>
<p>As a result, we are likely to become more depressed and neurotic over time with obvious impacts on our personal and family relationships, as well as our professional relationships.</p>
<p><strong>2. Reduced agreeableness</strong></p>
<p>Agreeable people are big on sympathy, cooperation and helping others. They’re the ones really good at building harmonious social relationships.</p>
<p>But when a potential threat hangs over us for an extended period of time, chronic job insecurity can shift our focus to be more on ourselves instead of on others. </p>
<p>This can really affect our standing as a positive and likeable team member at work, or the home.</p>
<p><strong>3. Reduced conscientiousness</strong></p>
<p>Research shows that when we’re constantly worried about the continuity of our jobs we are likely to become less motivated to put in effort, set goals and achieve goals in a reliable way. </p>
<p>This is bad news for those of us trying to keep motivated through tough times. It’s also bad news for who we work for. Maintaining productivity and motivation will be a massive challenge for many managers.</p>
<h2>What this means for personality growth</h2>
<p>The three personality traits affected most severely by chronic job insecurity are those most associated with healthy personality growth.</p>
<p>As we age and mature, we generally become more emotionally stable, more agreeable and more conscientious. Our research shows chronic job insecurity can stunt this emotional growth, interrupting the healthy mellowing of our personalities. </p>
<h2>How to save your ‘self’</h2>
<p>None of this is very cheery. But the good news is that, apart from worrying about it, there are things you can actually do. </p>
<p>The first step is to “know thyself” and be aware of the pitfalls, then to cultivate a growth mindset by accepting change and being open to new opportunities. </p>
<p>Human beings have a natural tendency to <a href="https://journals.aom.org/doi/abs/10.5465/amr.2018.0271">perceive uncertainty in negative terms</a>, which helps explain why we are prone to falling into a vicious cycle induced by unemployment and job insecurity. But such negative thinking can be mitigated through conscious awareness and deliberate practice. </p>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/struggling-with-the-uncertainty-of-life-under-coronavirus-how-kierkegaards-philosophy-can-help-144671">Struggling with the uncertainty of life under coronavirus? How Kierkegaard's philosophy can help</a>
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<p>Focus on things you can control. Look for solutions rather than dwell on problems.</p>
<p>Be willing to learn new skills or take on new tasks. Research has shown that <a href="https://psycnet.apa.org/record/2020-38573-001">being proactive in managing your career</a>, such as plotting a career plan, actively building a network of contacts for career advice, and talking with peers and boss about future opportunities, all help to cope with insecure work conditions. </p>
<p>Also important is to look out for each other. Support from <a href="https://journals.sagepub.com/doi/abs/10.1177/001872679604900203">colleagues, family and friends</a> has been found to help build resilience and confidence, mitigating the potential negative spiral of job insecurity on personality in the long run.</p><img src="https://counter.theconversation.com/content/146019/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span><a href="mailto:mark.griffin@curtin.edu.au">mark.griffin@curtin.edu.au</a> receives funding from the Australian Research Council</span></em></p><p class="fine-print"><em><span>Sharon Kaye Parker receives funding from the Australian Research Council.</span></em></p><p class="fine-print"><em><span>Chia-Huei Wu and Lena Wang do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Workers who experience job insecurity over several consecutive years become less emotionally stable, less agreeable and less conscientious.Lena Wang, Senior Lecturer in Management, RMIT UniversityChia-Huei Wu, Professor in Organizational Psychology, University of LeedsMark Griffin, Director, Future of Work Institute, Curtin UniversitySharon Kaye Parker, Australian Research Council Laureate Fellow, Curtin UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1332592020-03-11T11:07:49Z2020-03-11T11:07:49ZHow to recover from burnout and chronic work stress – according to a psychologist<figure><img src="https://images.theconversation.com/files/319847/original/file-20200311-116236-evxoam.jpg?ixlib=rb-1.1.0&rect=42%2C17%2C5659%2C2975&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Burnout is on the rise.</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-illustration/employee-burnout-career-stress-business-burn-1429515563">Lightspring/ Shutterstock</a></span></figcaption></figure><p>It’s pretty likely you’ve heard of burnout – and you may have even experienced it. Caused by <a href="https://www.who.int/mental_health/evidence/burn-out/en">chronic work stress</a>, it’s characterised by signs such as emotional exhaustion, lack of energy, and loss of satisfaction with work – and has been linked to a wide range of physical conditions such as <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5627926/">cardiovascular diseases and musculoskeletal pain</a>. </p>
<p><a href="https://journals.sagepub.com/doi/10.1177/0149206313475815">Work stress activates</a> our hormonal, metabolic, immune and cardiovascular systems. If these bodily responses are triggered <a href="https://www.tandfonline.com/doi/full/10.1080/02678373.2017.1417337">too frequently, or for too long</a>, they fail to return to normal and may alter our body’s <a href="https://www.ncbi.nlm.nih.gov/pubmed/20026349">immune and inflammation responses</a>. These changes may eventually cause other physical conditions – such as <a href="https://link.springer.com/article/10.1007/s11886-017-0919-x">coronary heart disease</a>. </p>
<p>Although an overhaul of <a href="https://theconversation.com/millennial-burnout-building-resilience-is-no-answer-we-need-to-overhaul-how-we-work-109759">work conditions and culture</a> is needed to address the rise in people experiencing burnout, there are still many things we can do ourselves to deal with it now. The most significant way we can prevent burnout is recovery.</p>
<p>Burnout is a consequence of chronic work stress over extended periods of time. It has <a href="https://www.tandfonline.com/doi/abs/10.1080/08870440108405527">three components</a>:</p>
<ol>
<li>Emotional exhaustion (feeling tired, drained, frustrated and fatigued);</li>
<li>Cynicism or detachment (caring less about coworkers or clients); </li>
<li>A loss of satisfaction in one’s work.</li>
</ol>
<p>Dealing with burnout is about <a href="https://onlinelibrary.wiley.com/doi/full/10.1002/smi.2604">recovering well</a> from work, rather than focusing on being more productive or better at the work itself. Research continues to show how important it is to recover from work on a <a href="https://www.ncbi.nlm.nih.gov/pubmed/24885683">daily basis</a>. </p>
<p>Recovery means finding time or space for yourself where you don’t engage in things that are work-related or stressful. Recovery is about bringing physiological responses, such as cortisol (a key stress hormone), <a href="https://www.tandfonline.com/doi/full/10.1080/02678373.2017.1417337">back down to baseline levels</a>. Proper recovery helps you feel more energetic and enthusiastic to face another day at work. Recovery can take place both during the workday (internal recovery) and outside of work (external recovery).</p>
<h2>Types of recovery</h2>
<p><a href="https://www.ncbi.nlm.nih.gov/pubmed/17173204">Internal recovery</a> is about giving ourselves relief from stress by using short periods of time during work to reduce our body’s stress responses. This can include taking short breaks, doing breathing exercises, or switching tasks when you’re feeling mentally or physically exhausted. So, if you have a few minutes spare at work between tasks or meetings, you may be better off trying to relax rather than checking your emails and experiencing new stressors. </p>
<p>After work, we have the opportunity for <a href="https://www.ncbi.nlm.nih.gov/pubmed/17173204">external recovery</a>. These are things we do outside of work to help relieve stress. Instead of keeping on top of work and emails, external recovery may include doing any activities you enjoy. These might include watching TV, reading, or socialising – as long as these activities don’t encourage you to think (and stress) more about work.</p>
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<img alt="" src="https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/319851/original/file-20200311-116232-1enqlfm.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">Checking emails after work won’t help with recovery.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/young-frustrated-exhausted-woman-laid-her-1188695488">ViDI Studio/ Shutterstock</a></span>
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<p>The key to good recovery is choosing activities based on how they make you feel. If social media creates negative feelings, don’t check it during your work breaks or after work. If socialising with certain people makes you feel drained, this isn’t going to help you recover.</p>
<p>Daily recovery is also important. Research shows <a href="https://www.ncbi.nlm.nih.gov/pubmed/25100275">the energy gained</a> from the previous day’s after-work activities <a href="https://psycnet.apa.org/record/2019-20611-001">helps manage the day’s work stress</a>. But it’s important to know that it’s not the amount of time spent on recovering, but the quality of these activities. </p>
<p>It’s important to do things that make you happy or content as you are doing them – and doing them for yourself. Research has found that picking recovery activities you find <a href="https://onlinelibrary.wiley.com/doi/full/10.1111/joop.12050">personally satisfying and meaningful</a> is more likely to help you feel recovered by the next morning.</p>
<h2>Daily recovery activities</h2>
<p>Thinking about what you do after work to recover – and whether these activities really are helping you recover – is key. There are <a href="https://www.ncbi.nlm.nih.gov/pubmed/17638488">four types of recovery experience</a> that explain how and why recovery activities work: </p>
<ol>
<li> Psychological detachment (not thinking about work), </li>
<li> Relaxation (taking a walk in nature, listening to music, reading a book, doing nothing on the sofa)<br></li>
<li> Mastery (such as seeking out opportunities to do things unrelated to work such as learning languages or pursuing sports and hobbies), </li>
<li> Control (choosing how to spend your time and doing things the way you want to do them).</li>
</ol>
<p>It’s important to note that psychological detachment is <a href="https://onlinelibrary.wiley.com/doi/full/10.1002/job.1924">core to recovery</a> – but it’s not as easy to achieve as it sounds. For example, smartphone use after work can <a href="https://onlinelibrary.wiley.com/doi/10.1111/j.1464-0597.2012.00530.x">interfere with recovery</a> because it blurs boundaries between work and home, stopping psychological detachment from work taking place. Similarly, meeting friends and socialising to relax will not allow psychological detachment if <a href="https://psycnet.apa.org/record/2019-20611-001">the conversation focuses on complaining about work</a>. </p>
<p>Some recovery experiences are more suited to different people. For example, sports and exercise have been shown to be <a href="https://onlinelibrary.wiley.com/doi/full/10.1002/job.1796">more effective for workaholics than non-workaholics</a>, possibly because they make psychological detachment from work easier. </p>
<p>If you don’t feel you have much control over your job, psychological detachment and mastery experiences have been shown to be the <a href="https://www.tandfonline.com/doi/full/10.1080/02678370903415572">most effective for recovery</a>. If you feel exhausted due to time pressures at work, <a href="https://www.tandfonline.com/doi/full/10.1080/02678370903415572">relaxation is most protective</a>. People can also personalise and pick the recovery activity that suits them and provides them with the best antidote to their particular form of work stress and burnout.</p>
<p>With burnout, emotional exhaustion typically happens before other stages. It’s the <a href="https://psycnet.apa.org/record/2013-31187-001">easiest to identify</a>, and easier to change than the other stages. So if you feel emotionally exhausted after work every night – and don’t recover by the morning – your <a href="https://www.ncbi.nlm.nih.gov/pubmed/25100275">recovery is incomplete</a>. If this is the case, it might be worth taking a closer look at the quality of the after-work activities you’re doing.</p>
<p>Even if you don’t have a lot of time, it’s still important to carve out a little time for yourself to do something you find satisfying. Taking time to recover is shown to help people <a href="https://psycnet.apa.org/record/2019-20611-001">feel more engaged</a> at work, and <a href="https://psycnet.apa.org/record/2014-21961-001">protects against the longer-term consequences</a> of work stress and risk of burnout.</p><img src="https://counter.theconversation.com/content/133259/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Rajvinder Samra does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Daily recovery can not only relieve burnout – it may also prevent it in the first place.Rajvinder Samra, Lecturer in Health, The Open UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1264272019-11-06T22:20:20Z2019-11-06T22:20:20ZThe end of dangerous working conditions starts with informed consumers<figure><img src="https://images.theconversation.com/files/300353/original/file-20191105-88419-156urqx.jpg?ixlib=rb-1.1.0&rect=14%2C0%2C4888%2C3246&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Bangladeshi child labourers work at a balloon factory in Dhaka, Bangladesh. Consumers must demand products made under favourable working conditions.</span> <span class="attribution"><span class="source">(AP Photo/A.M Ahad)</span></span></figcaption></figure><p>Halloween has just passed and your kids are probably still polishing off this year’s candy haul. As recently reported in the <em>Washington Post</em>, there’s a good chance that some of those chocolate <a href="https://www.washingtonpost.com/graphics/2019/business/hershey-nestle-mars-chocolate-child-labor-west-africa/">treats were made using child labour</a>. Would knowing that change your mind about purchasing that product?</p>
<p>What about reports of <a href="https://www.cbc.ca/news/bangladesh-factory-lululemon-1.5321405">beatings and abuse</a> of Bangladeshi textile workers sewing clothes destined for our closets? Should companies that produce goods responsibly be identified? How can consumers make the right choices?</p>
<p>Work causes more than <a href="https://www.ilo.org/global/topics/safety-and-health-at-work/lang--en/index.htm.">2.1 million deaths globally every year</a>, whether it’s due to the child labour used in the production of cacao or electronics, or <a href="https://www.thestar.com/news/canada/2019/09/25/labour-ministry-investigating-fatal-industrial-accident-at-fiera-foods.html">contract food preparation workers dying on the job in Canada</a>. The costs of work-related injuries account for about <a href="https://www.ilo.org/global/topics/safety-and-health-at-work/lang--en/index.htm.">four per cent of the total world GDP</a>.</p>
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<img alt="" src="https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=443&fit=crop&dpr=1 600w, https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=443&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=443&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=557&fit=crop&dpr=1 754w, https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=557&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/300357/original/file-20191105-88414-pwgrgw.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=557&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">Children living in a cocoa-producing village walk back from the fields on the outskirts of the town of Oume, Ivory Coast.</span>
<span class="attribution"><span class="source">(AP/Photo Schalk van Zuydam, File)</span></span>
</figcaption>
</figure>
<p>In fact, studies have shown that the costs of workplace injuries are on par with those of <a href="https://doi.org/10.1111/j.1468-0009.2011.00648.x">all cancers combined</a>. A survey of more than 5,000 workers in Québec has found that <a href="https://www.inspq.qc.ca/pdf/publications/1356_EnqQuebCondTravailEmpSanteSecTravail_VA.pdf">one in five are suffering</a> from work-related musculoskeletal pain, particularly shoulder and back pain, with women being affected in greater numbers than men. </p>
<p>Workplace injuries also <a href="https://doi.org/10.1002/hfm.20324">erode companies’ profits</a>. And this doesn’t begin to address the cost of mental health issues associated with work. Working environments should not cause pain and injury in employees — it’s bad for business.</p>
<h2>Consumers also to blame</h2>
<p>Bad work environments, and their associated burnout, injury, pain and fatalities, plague workplaces around the world. While it’s tempting to blame companies for egregious working situations, consumers should also look in the mirror.</p>
<p>Companies will provide you with goods according to your demands. If you don’t demand products made under good working conditions, then the all-too-common status quo — dangerous, dirty and demeaning conditions — is what you are supporting with your purchases.</p>
<p><a href="https://doi.org/10.1080/00140139.2014.917203">Our research</a> has shown that consumers, when asked, would prefer goods made in favourable working environments. When we interviewed millennials, they expressed a <a href="https://doi.org/10.1080/00140139.2016.1193634">willingness to pay 17.5 per cent more</a> on a $100 product for goods made under healthy conditions than those that are not. The main barrier noted in this research is access to trustworthy information about the working environments in production.</p>
<p>When we examined how 100 companies listed on the Toronto Stock Exchange are currently reporting on their working environments, we find almost <a href="https://doi.org/10.1016/j.jclepro.2015.10.081">900 different indicators</a> reported, with almost no organizations using the same indicators in their reports. This makes it virtually impossible for a responsible consumer, or a company seeking a responsible supplier, to compare practices and make informed choices. A standard for reporting is needed.</p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/governments-know-work-and-living-conditions-can-kill-us-its-time-to-act-96518">Governments know work and living conditions can kill us -- it's time to act</a>
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</em>
</p>
<hr>
<p>Recently the Canadian Standards Association has begun to lay the groundwork needed <a href="https://www.csagroup.org/article/exploring-the-need-for-a-work-environment-reporting-standard/">to create a standard providing advice and guidance</a> to help companies report on their working environments in a consistent and comparable manner. </p>
<p>When you consider the complexity of characterizing all of the physical, mental, environmental and social dimensions of a workplace, it’s clear that creating a consistent reporting approach remains a challenge. Further work is needed.</p>
<h2>Demonizing not enough</h2>
<p>Demonizing companies with poor working conditions and operational practices is not enough. We also need to support companies with good track records and work to foster favourable environments in our own workplaces. For companies trying to communicate the quality of their workplaces, <a href="https://www.csagroup.org/article/exploring-the-need-for-a-work-environment-reporting-standard/">there is a need for clear guidance</a> of what and how to report. </p>
<p>Without good reporting, consumers won’t trust companies, and the potential for consumers to become socially responsible disappears. Furthermore, a reporting standard would give companies with stellar workplaces a credible means to demonstrate their leadership to clients and customers.</p>
<p>There is a growing awareness that we, as consumers, can influence broad issues like climate change just by making smarter choices about where we spend our money. This is equally true for the working conditions of the people who produce our food and manufacture our products. </p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/300355/original/file-20191105-88372-8mqkek.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">In this 2014 photo, a Honduran boy assembles an ice cream cart.</span>
<span class="attribution"><span class="source">(AP Photo/Esteban Felix)</span></span>
</figcaption>
</figure>
<p>But we have not yet reached the tipping point of public opinion — and employees around the world are still literally <a href="https://www.gsb.stanford.edu/faculty-research/books/dying-paycheck">dying for a paycheque</a>.</p>
<p>Work shouldn’t hurt. The food we eat and the products we use should not be made in pain or contribute to human misery. While companies hold some blame, so do consumers who wilfully avoid dealing with the consequences of their purchasing decisions. </p>
<p>Access to reliable information on working conditions needs standardized reporting, and Canada is well-positioned to show leadership on this issue.</p>
<p>Without clear reporting, how are we to know about the conditions our food and goods are made in? Let’s make sure the chocolate we buy leaves no bitter aftertaste.</p>
<p>[ <em>You’re smart and curious about the world. So are The Conversation’s authors and editors.</em> <a href="https://theconversation.com/ca/newsletters?utm_source=TCCA&utm_medium=inline-link&utm_campaign=newsletter-text&utm_content=youresmart">You can read us daily by subscribing to our newsletter</a>. ]</p><img src="https://counter.theconversation.com/content/126427/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Patrick Neumann receives funding from the Natural Sciences and Engineering Research Council. Funding for part of the research discussed in this article was provided by the Canadian Standards Association (operating as CSA Group).</span></em></p><p class="fine-print"><em><span>Cory Searcy receives funding from the Natural Sciences and Engineering Research Council. Funding for part of the research discussed in this article was provided by the Canadian Standards Association (operating as CSA Group). </span></em></p>The food we eat and the products we use should not contribute to human misery. While companies hold some blame, so do consumers who avoid dealing with the consequences of their purchasing decisions.Patrick Neumann, Professor, Department of Mechanical and Industrial Engineering, Toronto Metropolitan UniversityCory Searcy, Professor & Interim Vice-Provost and Dean of Graduate Studies, Toronto Metropolitan UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1189892019-08-20T20:28:27Z2019-08-20T20:28:27ZNZ workplace study shows more than quarter of employees feel depressed much of the time<figure><img src="https://images.theconversation.com/files/288636/original/file-20190820-123710-1kqr3jo.jpg?ixlib=rb-1.1.0&rect=38%2C183%2C5075%2C3219&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Many workers are exposed to work environments that leave them feeling depressed and burnt out.</span> <span class="attribution"><span class="source">from www.shutterstock.com</span>, <a class="license" href="http://creativecommons.org/licenses/by-nd/4.0/">CC BY-ND</a></span></figcaption></figure><p>According to the World Health Organisation (<a href="https://www.who.int/">WHO</a>), the workplace can be a positive force for improving mental health. </p>
<p>But many workers are exposed to work environments that are <a href="https://osha.europa.eu/en/themes/psychosocial-risks-and-stress">damaging to their psychological health</a> and leave them burnt out. As the nature of work changes – including technological advancements, reduced job security, and blurred work/non-work boundaries – <a href="https://www.ilo.org/safework/areasofwork/workplace-health-promotion-and-well-being/WCMS_108557/lang--en/index.htm">psychosocial harm is likely to increase</a>. </p>
<p>Despite their popularity, many wellness initiatives directed towards “stressed” workers simply help people to <a href="https://hbr.org/2019/08/what-wellness-programs-dont-do-for-workers">cope a little longer with a toxic and damaging environment</a>. The underlying risks remain. </p>
<p>The New Zealand Workplace Barometer (<a href="http://www.massey.ac.nz/massey/learning/colleges/college-business/school-of-management/research/healthy-work-group/new-zealand-workplace-barometer.cfm">NZWB</a>) seeks to understand the causes of psychosocial risks - factors that encompass mental, emotional, social and spiritual dimensions of what it means to be healthy. </p>
<p>We have <a href="http://www.massey.ac.nz/massey/learning/colleges/college-business/school-of-management/research/healthy-work-group/new-zealand-workplace-barometer.cfm">found</a> that more than a quarter of employees experience depression, but that a strong psychological safety climate is the most effective way to manage mental health at work.</p>
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Read more:
<a href="https://theconversation.com/are-you-burnt-out-at-work-ask-yourself-these-4-questions-118128">Are you burnt out at work? Ask yourself these 4 questions</a>
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<h2>Why we need a workplace barometer</h2>
<p>Psychosocial risk factors include aspects of work design, the organisation and management of work, and work relationships. Evidence from New Zealand and elsewhere <a href="https://osha.europa.eu/en/themes/psychosocial-risks-and-stress">shows</a> that these factors considerably increase the risk of negative psychological, physical or social outcomes, including work-related stress, burnout or depression. </p>
<p>Despite these findings, there has been no comprehensive approach to understanding or preventing these risk factors in New Zealand before the introduction of the NZWB in 2018. </p>
<p>Its primary aim is to produce information on the prevalence, nature and impacts of psychosocial risk factors in the New Zealand workplace so organisations can improve worker health by attacking any problems at their source. But the NZWB also has an important engagement function, working closely with industry. </p>
<p>Participating organisations receive individual reports to monitor their performance over time and benchmark against other organisations. They also receive advice on how to improve their risk profile. This engagement has motivated preventive action and the inclusion of psychosocial risks in workplace health and safety policies and initiatives.</p>
<h2>Key findings from year one</h2>
<p>The NZWB is underpinned by the theory of psychosocial safety climate (<a href="https://www.ncbi.nlm.nih.gov/pubmed/22201204">PSC</a>). This reflects the balance of concern management shows for workers’ psychological health versus their productivity. It is a strong predictor of stress-related illness. </p>
<p>Findings from the NZWB’s <a href="http://www.massey.ac.nz/massey/learning/colleges/college-business/school-of-management/research/healthy-work-group/new-zealand-workplace-barometer.cfm">initial year</a> of data draw on a sample of 25 organisations and 1,409 individual workers. We found that workplace mental health had a debilitating influence on the lives of study participants. More than a quarter felt depressed much of the time and a half said depression affected their work or non-work lives to some extent. Worryingly, these problems made life “very or extremely difficult” for nearly 8% of our sample. </p>
<p>The costs to organisations were also considerable. People who reported the highest psychological distress had up to 3.5 times more days off work than those with the least level of stress.</p>
<p>As expected, the psychosocial safety climate was significantly related to health outcomes, with lower reporting of depression, psychological distress and physical health issues associated with higher PSC. These findings are critically important in understanding how mental health and stress-related illnesses might be addressed by improving workplace conditions.</p>
<p>Also worth noting is that the psychosocial safety climate had a powerful impact on organisational outcomes such as work engagement and leave intentions of workers. This provides further incentives for organisations to build a strong psychosocial safety climate.</p>
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<strong>
Read more:
<a href="https://theconversation.com/go-home-on-time-working-long-hours-increases-your-chance-of-having-a-stroke-119388">Go home on time! Working long hours increases your chance of having a stroke</a>
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<h2>Workplace bullying</h2>
<p>Workplace bullying prevalence has remained <a href="https://worksafe.govt.nz/about-us/news-and-media/workplace-bullying-and-harassment/">persistently high in New Zealand</a> compared to other countries. Our study found 12.2% of respondents were targeted with at least two negative behaviours weekly over the a period of six months. </p>
<p>Although this figure is somewhat lower than the rate of between 15-18% found in <a href="http://www.massey.ac.nz/about-massey/news/article.cfm?mnarticle_uuid=7198AF12-0130-C8A6-F397-9CEE786CDFAB">previous New Zealand studies</a> by the <a href="http://www.massey.ac.nz/massey/learning/colleges/college-business/school-of-management/research/healthy-work-group/healthy-work-group_home.cfm">Healthy Work Group</a>, bullying remains a concern. Our study found a strong relationship between bullying, mental health and organisational outcomes.</p>
<p>Interestingly, given the changing nature of how employees communicate and interact at work, we found that the prevalence of cyber bullying was relatively low. Just under 3% of our sample experienced this emerging risk. </p>
<p>The prevalence of sexual harassment was approximately 3%, although women experienced higher rates (4%). This mode of workplace ill-treatment should get further attention.</p>
<p>Inclusion has not previously featured as a variable of interest in major studies of workplace health. We found that workers’ perception of inclusion is a powerful predictor of a number of psychosocial risks, including job stress, work engagement, workplace bullying and depression. </p>
<p>This finding suggests the need for greater attention to diversity and inclusion within organisations as this will enhance workers’ experience of work. It appears to be a protective factor.</p>
<p>The workplace can be a positive influence on worker mental health, but achieving this means paying attention to the work environment itself and not just helping staff to build resilience to cope with highly stressful and poorly led workplaces. The NZWB seeks to understand the deep causes of workplace mental health and offers positive solutions to enhance individual and organisational outcomes. </p>
<p>It is our hope more New Zealand organisations will join the free programme in 2019, as a first step towards building a strong psychosocial safety culture and address key hazards in the workplace.</p><img src="https://counter.theconversation.com/content/118989/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Professor Tim Bentley works for Massey University. Massey receive funding from WorkSafe NZ that supports his research. </span></em></p>Data from a workplace barometer study show more than a quarter of employees felt depressed often, a half said depression affected their lives and for 8% life was “very or extremely difficult”.Professor Tim Bentley, Director of Research, professor of Work and Organisation, Massey UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1172672019-06-06T19:31:11Z2019-06-06T19:31:11ZTeachers are more depressed and anxious than the average Australian<figure><img src="https://images.theconversation.com/files/277766/original/file-20190604-69067-14sd5k9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Nearly one-fifth of the teachers we surveyed had symptoms of depression.</span> <span class="attribution"><a class="source" href="https://unsplash.com/photos/qYanN54gIrI">Photo by Ben White on Unsplash</a></span></figcaption></figure><p>Over half of Australian teachers suffer from anxiety and nearly one-fifth are depressed. These are the findings of our soon-to-be-published study assessing teachers’ well-being.</p>
<p>We examined the health and well-being of 166 Australian school teachers, aged 22-65, in an anonymous survey. Respondents revealed their work environment, workload and finances to be the most significant sources of stress. </p>
<p>Around 18% of respondents had symptoms that met the criteria for moderate to severe depression. Nearly 62% met criteria for moderate to severe anxiety while nearly 20% (19.75%) had severe anxiety. And 56% met criteria for medium to high severity of somatic symptoms. This is when the symptoms are physical and can include pain, nausea, dizziness and fainting. </p>
<p>Alarmingly, 17% screened positive for having probable alcohol abuse or dependence.</p>
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<em>
<strong>
Read more:
<a href="https://theconversation.com/are-you-burnt-out-at-work-ask-yourself-these-4-questions-118128">Are you burnt out at work? Ask yourself these 4 questions</a>
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<p>These rates are higher than the national averages. Around 10% of <a href="https://www.abs.gov.au/ausstats/abs@.nsf/mf/4326.0">Australians experience depression</a> over their lifetime, 13% experience anxiety, 5% are diagnosed with substance use disorders, and 7% are diagnosed with somatic symptom disorder.</p>
<p>The findings are concerning for a number of reasons, including that teachers are required to foster the emotional well-being of students. The <a href="https://www.australiancurriculum.edu.au/senior-secondary-curriculum/">Australian Curriculum</a> requires teachers to address students’ personal and social capabilities. This includes teaching students to recognise and identify their own emotions, teaching emotional awareness, and relationship exploration and understanding.</p>
<p>But if a teacher’s mental health is affected, this may undermine their capacity to promote well-being in students.</p>
<h2>Why are teachers so stressed?</h2>
<p>One-quarter of Australians <a href="http://www.roymorgan.com/findings/5852-australias-most-stressed-professions-201410072147">report they suffer</a> stress. Previous <a href="http://www.roymorgan.com/findings/5852-australias-most-stressed-professions-201410072147">surveys show</a> sales support workers suffer the highest stress levels out of all occupations. Other professions experiencing high stress include hospitality, legal, social, health and welfare support workers.</p>
<p>But our research adds school teachers to the mix. This is supported by other <a href="https://www.emeraldinsight.com/doi/abs/10.1108/02683940510579803">studies indicating</a> teachers are more susceptible to work-related stress, burnout and general psychological distress when compared to other occupations.</p>
<p>Along with assessing respondents on several measures of well-being, our study asked them to identify the most stressful thing in their lives. The word cloud below illustrates the frequency of teachers’ main concerns – of which “work” was dominant. The larger the fonts, the more frequently these were cited.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=414&fit=crop&dpr=1 600w, https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=414&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=414&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=520&fit=crop&dpr=1 754w, https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=520&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/276016/original/file-20190523-187165-cusia6.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=520&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Teachers’ main sources of stress.</span>
<span class="attribution"><span class="license">Author provided</span></span>
</figcaption>
</figure>
<p>Chronic stress has many negative consequences, including putting sufferers at risk of long-term mental health disorders. </p>
<p>Several <a href="https://www.tandfonline.com/doi/abs/10.1080/13540602.2018.1476337">features may contribute</a> to a stressful teaching environment. <a href="https://onlinelibrary.wiley.com/doi/abs/10.1348/000709905X90344">Studies have pointed to</a> a lack of educational resources, difficulties with staff and parents, <a href="https://www.tandfonline.com/doi/abs/10.1080/10615800701742461?tab=permissions&scroll=top">work overload</a>, time pressure and behavioural challenges with students as contributing to teacher stress and burnout. This <a href="https://www.emeraldinsight.com/doi/full/10.1108/02683940510579803">could contribute to</a>, or exacerbate, existing mental-health issues. </p>
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Read more:
<a href="https://theconversation.com/almost-every-australian-teacher-has-been-bullied-by-students-or-their-parents-and-its-taking-a-toll-116058">Almost every Australian teacher has been bullied by students or their parents, and it's taking a toll</a>
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<p>Teachers may also be drinking as a form of stress relief. Other <a href="http://article.sapub.org/10.5923.j.ijcp.20170501.03.html">countries have reported</a> alcohol use to be two to three times higher in teachers than in the general population.</p>
<p>Research on <a href="https://onlinelibrary.wiley.com/doi/10.1111/j.2044-8287.2011.02051.x">work-related stress suggests</a> high levels of work effort must be matched with high levels of rewards. According to this model, an imbalance between effort and reward <a href="https://www.tandfonline.com/doi/abs/10.1179/oeh.2009.15.4.374">leads to increased emotional reactions</a> and risk of mental-health problems.</p>
<p>Rewards can be financial, the chance for regular professional development, job security, as well as praise, approval and esteem. Teachers could be experiencing mental distress and its associated health implications if the demands of their job seem to exceed the rewards.</p>
<p>We know <a href="https://www.safework.nsw.gov.au/resource-library/mental-health/mental-health-strategy-research/stress-tip-sheets/work-demands-and-work-related-stress-tip-sheet-5">employees perform better</a> when they have more control over their daily work schedules, flexibility and access to support when they need it. </p>
<p>We might see improvements in teachers’ coping and performance abilities if they are offered well-being programs, whether that be as professional development, access to paid gym memberships, or childcare support.</p>
<p>Attending to the mental health of teachers should be paramount. They are at the forefront of the education system and vital to supporting student success.</p>
<hr>
<p><em>Psychology student Sarah Garby was involved in the research paper discussed in this article.</em></p><img src="https://counter.theconversation.com/content/117267/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Peta Stapleton does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Over half of Australian teachers suffer from anxiety and nearly one-fifth are depressed.Peta Stapleton, Associate Professor in Psychology, Bond UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1181282019-06-04T02:58:25Z2019-06-04T02:58:25ZAre you burnt out at work? Ask yourself these 4 questions<figure><img src="https://images.theconversation.com/files/277564/original/file-20190603-69055-1615ib1.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">In today's digital age, we're losing the ability to switch off from our work.</span> <span class="attribution"><span class="source">From shutterstock.com</span></span></figcaption></figure><p>It’s normal to feel stressed at work from time to time. But for some people, the stress becomes all-consuming, leading to exhaustion, cynicism and hatred towards your job. This is known as burnout. </p>
<p>Burnout used to be classified as a <a href="https://icd.who.int/browse10/2010/en#/Z73.0">problem related to life management</a>, but last week the World Health Organisation <a href="https://www.who.int/mental_health/evidence/burn-out/en/">re-labelled the syndrome</a> as an “occupational phenomenon” to better reflect that burnout is a work-based syndrome caused by chronic stress. </p>
<p>The newly listed dimensions of burnout are: </p>
<ul>
<li>feelings of energy depletion or exhaustion</li>
<li>increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job</li>
<li>reduced professional efficacy (work performance).<br></li>
</ul>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/extinguished-and-anguished-what-is-burnout-and-what-can-we-do-about-it-90452">Extinguished and anguished: what is burnout and what can we do about it?</a>
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<p>In the era of smartphones and 24-7 emails, it’s becoming increasingly difficult to switch off from the workplace and from those who have power over us. </p>
<p>The new definition of burnout should be a wake-up call for employers to treat chronic stress that has not been successfully managed as a work health and safety issue. </p>
<h2>How do you know if you’re burnt out?</h2>
<p>If you think you might be suffering burnout, ask yourself the following questions:</p>
<ol>
<li><p>has anyone close to you asked you to cut down on your work?</p></li>
<li><p>in recent months have you become angry or resentful about your work or about colleagues, clients or patients?</p></li>
<li><p>do you feel guilty that you are not spending enough time with your friends, family or even yourself?</p></li>
<li><p>do you find yourself becoming increasingly emotional, for example crying, getting angry, shouting, or feeling tense for no obvious reason?</p></li>
</ol>
<p>If you answered yes to any of these questions, it might be time for change. </p>
<p>These questions were devised for the <a href="https://academic.oup.com/bjaed/article/17/10/334/3865410">United Kingdom Practitioner Health Programme</a> and are a good starting point for all workers to identify if you are at risk of burning out.</p>
<p>(You can also complete the British Medical Association’s <a href="https://web2.bma.org.uk/drs4drsburn.nsf/quest?OpenForm">online burnout questionnaire</a>, although it’s tailored for doctors so the drop-down menu will ask you to select a medical specialty). </p>
<p>If you think you’re suffering burnout, the first step is to talk to your line manager or workplace counsellor. Many workplaces now also have confidential external psychologists as part of their <a href="https://www.ncbi.nlm.nih.gov/pubmed/26652267">employee assistance programme</a>. </p>
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<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=1002&fit=crop&dpr=1 600w, https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=1002&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=1002&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=1259&fit=crop&dpr=1 754w, https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=1259&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/277813/original/file-20190604-69063-1v2sy53.png?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=1259&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption"></span>
<span class="attribution"><span class="source">Wes Mountain/The Conversation</span>, <a class="license" href="http://creativecommons.org/licenses/by-nd/4.0/">CC BY-ND</a></span>
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<h2>What causes burnout?</h2>
<p>We all have different levels of capacity to cope with emotional and physical strains. </p>
<p>When we <a href="https://www.jstage.jst.go.jp/article/indhealth/46/4/46_4_326/_article/-char/en">exceed our ability to cope</a>, something has to give; the body becomes stressed if you push yourself either mentally or physically beyond your capacity. </p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/three-reasons-to-get-your-stress-levels-in-check-this-year-86764">Three reasons to get your stress levels in check this year</a>
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<p>People who burn out <a href="https://academic.oup.com/bjaed/article/17/10/334/3865410">often feel</a> a sense of emotional exhaustion or indifference, and may treat colleagues, clients or patients in a detached or dehumanised way. They become distant from their job and lose the zeal for their chosen career. </p>
<p>They might become cynical, less effective at work, and lack the desire for personal achievement. In the long term, this is not helpful for the person or the organisation. </p>
<p>While burnout isn’t a mental health disorder, it can lead to more <a href="https://academic.oup.com/bjaed/article/17/10/334/3865410">serious issues</a> such as family breakdowns, chronic fatigue syndrome, anxiety, depression, insomnia, and <a href="https://www.ncbi.nlm.nih.gov/pubmed/27167661">alcohol and drug abuse</a>. </p>
<h2>Who is most at risk?</h2>
<p>Any worker who deals with people has the potential to suffer from burnout. This might include teachers, care workers, prison officers or retail staff. </p>
<p>Emergency service workers – such as police, paramedics, nurses and doctors – <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5635559/">are at even higher risk</a> because they continually work in high-stress conditions. </p>
<p>A <a href="https://www.medscape.com/slideshow/2019-lifestyle-burnout-depression-6011056?faf=1#1">recent survey</a> of 15,000 US doctors found 44% were experiencing symptoms of burnout. As one neurologist explained:</p>
<blockquote>
<p>I dread coming to work. I find myself being short when dealing with staff and patients. </p>
</blockquote>
<p>French research on <a href="https://www.hindawi.com/journals/bmri/2019/6462472/">hospital emergency department staff</a> found one in three (34%) were burnt out because of excessive workloads and high demands for care. </p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/277782/original/file-20190604-69071-94h8ie.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">When you’re close to burnout, there’s a fine line between coping and not coping.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/download/confirm/1365174449?src=t0m1a7uPEWo5WHOztY6HyA-3-87&size=huge_jpg">gpointstudio/Shutterstock</a></span>
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<p>Lawyers are another profession vulnerable to burnout. In a <a href="https://www.australasianlawyer.com.au/news/lawyers-fear-professional-burnout-says-survey-203506.aspx">survey</a> of 1,000 employees of a renowned London law firm, 73% of lawyers expressed feelings of burnout and 58% put this down to the need for a better work-life balance. </p>
<p>No matter what job you do, if you are pushed beyond your ability to <a href="https://www.jstage.jst.go.jp/article/indhealth/46/4/46_4_326/_article/-char/en">cope</a> for long periods of time, you’re likely to suffer burnout. </p>
<h2>It’s OK to say no to more work</h2>
<p>Employers have an organisational obligation to promote staff well-being and ensure staff aren’t overworked, overstressed, and headed towards burnout.</p>
<p>There are things we can all do to reduce our own risk of burnout. One is to boost our levels of resilience. This means we’re <a href="https://www.ncbi.nlm.nih.gov/pubmed/23442430">able to respond to stress</a> in a healthy way and can bounce back after challenges and grow stronger in the process. </p>
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<p>
<em>
<strong>
Read more:
<a href="https://theconversation.com/corporate-resilience-training-works-but-what-are-we-being-asked-to-bear-54827">Corporate resilience training works – but what are we being asked to bear?</a>
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<p>You can build your resilience by learning to switch off, setting boundaries for your work, and thinking more about play. As much as you can, inoculate yourself against job interference and prevent it from ebbing into your personal life. </p>
<p>No matter what your profession, don’t let your job become the only way you define yourself as a person. </p>
<p>And if your job is making you miserable, consider moving jobs or at least have a look at what else is out there. You may surprise yourself. </p>
<p><em>If you or anyone you know needs help or support, you can call <a href="http://www.lifeline.org.au/">Lifeline</a> on 13 11 14.</em></p><img src="https://counter.theconversation.com/content/118128/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Michael Musker does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Has anyone close to you asked you to cut down on your work? Do you feel guilty that you’re not spending enough time with your friends, family or even yourself? It might be time for change.Michael Musker, Senior Research Fellow, South Australian Health & Medical Research InstituteLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1061232018-11-07T13:11:08Z2018-11-07T13:11:08ZStressed? Your relationship with your boss may be playing a role<figure><img src="https://images.theconversation.com/files/243912/original/file-20181105-83629-jd7kta.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">
</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/boss-lost-his-temper-during-meeting-587858321?src=IsaNMHjIKdp3Ix-eqep9OQ-1-53">MinDof/Shutterstock</a></span></figcaption></figure><p>Everybody knows how horrible it is to be stressed out at work. Sadly, across the world, employees are being subjected to increasing work demands and, as a result, <a href="https://www.bbc.co.uk/news/health-45470517">work stress is on the rise</a>. As we try to understand the root of the problem, we often end up blaming our boss. </p>
<p>But is that really fair? Our new study, <a href="https://www.sciencedirect.com/science/article/pii/S1048984317302618">published in The Leadership Quarterly</a>, suggests that your relationship with your boss does influence how you respond to stress.</p>
<p>Given that it’s National Stress Awareness Day, let’s start with the basics. Stress <a href="https://www.sciencedirect.com/science/article/abs/pii/S016787601400172X">isn’t always bad for us</a>. Research shows that when people feel they have sufficient psychological resources to meet demands – such as high self confidence – stress can be helpful. Psychologists call this a “challenge state”. When people feel they do not have sufficient psychological resources, on the other hand, stress can be unhelpful. This is called a “threat state”. </p>
<p>So, it’s not as simple as low stress is good and high stress is bad. Our approach explores whether individuals experience stress as a challenge (helpful) or a threat (unhelpful) – irrespective of the level of stress. This is really important, because challenge responses <a href="https://journals.humankinetics.com/doi/abs/10.1123/jsep.35.4.387">are associated with greater health</a> and superior performance, while threat responses are associated with poorer health and <a href="https://www.sciencedirect.com/science/article/abs/pii/S0167876012005582">inferior performance</a>. This is because our bodies react differently in a challenge vs. threat state. In a challenge state, our physiological responses are more efficient – for example, blood flow to brain and muscles is enhanced. </p>
<p>The physical differences between challenge and threat states allow us to objectively measure whether someone is challenged or threatened by a particular stressor. This can be done by monitoring cardiovascular responses such as blood pressure. In our new study, we did just that to investigate whether a psychological connection with a leader influenced how people coped with stress.</p>
<h2>Leadership and stress</h2>
<p>The idea of a psychological connection with a leader may seem strange. Surely leadership is about the traits and special qualities of “the boss”. Contemporary thinking on leadership <a href="https://www.tandfonline.com/doi/abs/10.1080/14623943.2014.944126">suggests not</a>. At its core, leadership is a collective activity that involves the followers’ relationship with a group or organisation and their leader. If you feel a strong sense of connection with your boss, chances are that you will be more committed, expend more effort and have a better working relationship with them. It’s much less about the “me” of the leader, and much more about the “we” of a group.</p>
<p>But how do you know if you have a strong or weak psychological connection with your boss? Ultimately, you’re more likely to feel a strong psychological connection if you think your leader represents the group’s interests (rather than just their own), develops shared values and goals, and instils a sense of togetherness in the organisation. </p>
<p>We had a hunch that there may be stress benefits of having a strong psychological connection with a leader ahead of a pressurised task. In our study, we assigned 83 participants to one of three experimental conditions: strong, weak and neutral psychological connection between leader and follower. The participants were all university students and they were told the task – a competition (cognitive test) between the participants’ university and a local, rival university – was real. We selected an individual to act as the leader. In one case, he was the professor of the same university (strong connection); in another, a professor of the rival university (weak connection). We also had him act as a professor without specific affiliation (neutral). </p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/243910/original/file-20181105-83654-olnowz.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/boss-threatening-finger-his-employee-isolated-481953487">Tiko Aramyan/Shuttestock</a></span>
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<p>First we used a questionnaire to ask participants how they felt about the upcoming stress task. We found that feeling a strong connection with the leader produced a challenge state. Participants felt more confident. They were also more mobilised to put in effort and performed better on a cognitive task under pressure. </p>
<p>Next, with a new group of participants, we actually assessed challenge and threat responses physically via changes in cardiovascular responses from rest (including measures of blood pressure). We found that the extent to which participants felt connected to the leader influenced these measures. People who felt little connection with their leader were significantly more likely to experience a threat state – bad for performance, and bad for health. </p>
<p>This has far reaching implications for stress in the general working population. While leaders tend to be from the same organisation as their employees, we can still feel like they care about us more or less. The fact that we chose a leader from a rival university in our experiment represents an extreme version of a leader who doesn’t represent the interests of their employees. </p>
<p>Leaders are well placed to develop strong psychological connections with their staff. They can turn to their team to create shared values and a shared vision. In this way, the boss can be seen as “one of us”, which can help to manage the stress of employees. </p>
<p>For those of us who aren’t leaders, it may be good to know that feeling stressed isn’t just about how “strong” we are – factors including social relationships play a part, too. And only by identifying these factors can we develop the right tools to improve the experience of working life for all.</p><img src="https://counter.theconversation.com/content/106123/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>The authors do not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and have disclosed no relevant affiliations beyond their academic appointment.</span></em></p>It matters whether you feel like your boss cares about you.Matthew Slater, Senior Lecturer in Sport and Exercise Psychology, Staffordshire UniversityMartin J Turner, Associate Professor of Psychology, Staffordshire UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1046122018-10-10T13:22:50Z2018-10-10T13:22:50ZWhy having a conversation about mental health in the workplace might not be so simple<figure><img src="https://images.theconversation.com/files/240077/original/file-20181010-72133-1qej45k.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Struggling to cope.</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/businesswoman-burnout-office-tired-depressed-600232883?src=fkUD3f3WD0bkfyBmo56YHQ-1-96">Robert Kneschke/Shutterstock</a></span></figcaption></figure><p>For many people experiencing mental health difficulties, fear of the stigma associated with conditions can affect how they relate to others. This fear is not just limited to social interactions, it can affect all aspects of life, including the workplace.</p>
<p>At work, the potential reactions of both colleagues and employers may make those struggling with a mental health condition feel unable to be open about their experiences. This is not a small problem, it is claimed that <a href="https://www.time-to-change.org.uk/get-involved/get-your-workplace-involved/employer-pledge">95% of employees</a> calling in sick with stress give a different reason for needing time off.</p>
<p>There have been some moves to tackle the problem in the UK, however. Mental health discrimination initiative Time to Change has formulated an <a href="https://www.time-to-change.org.uk/get-involved/get-your-workplace-involved/employer-pledge">employer pledge</a>, through which companies can demonstrate their “commitment to change how we think and act about mental health in the workplace, and make sure that employees who are facing these problems feel supported”. </p>
<p>At the time of writing, <a href="https://www.time-to-change.org.uk/get-involved/get-involved-workplace/pledged-employers">865 organisations</a> have made the pledge. It’s encouraging to see so many companies taking the issue seriously – but this pledge does not go far enough. In seeking to challenge the stigma in the workplace, it is easy to think that creating an atmosphere which encourages openly talking about mental health will help to address the issue. It means employees would be free to talk about their experiences without fear of being judged. For those who had felt that they had to keep their experiences secret this might seem like a new and valuable freedom. But things might not be so simple.</p>
<h2>Being yourself</h2>
<p>In the 1970s, the French philosopher <a href="https://archive.org/stream/FoucaultMichelTheHistoryOfSexuality1AnIntroduction.pdf/Foucault_Michel_The_History_of_Sexuality_1_An_Introduction.pdf_djvu.txt">Michel Foucault wrote</a>, “one has to have an inverted image of power to believe that all those voices … repeating the formidable injunction to tell what one is and what one does … are speaking to us of freedom”. Foucault was writing about the Christian confessional rather than about chatting to office colleagues at the coffee machine, yet his point is still relevant. </p>
<p>Foucault points out that we may often think that the ability to express who we are is a way of expressing our freedom from power. However, for him, it is important to recognise that describing yourself as a person who thinks or feels certain things means that you become identified as a certain kind of person. This actually means being subject to a certain kind of power. In other words, when a person talks about their mental health in the workplace there is a danger that they can become tied – and possibly reduced – to it.</p>
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<img alt="" src="https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/240074/original/file-20181010-72124-1i069wn.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">A positive atmosphere is simply not the solution.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/business-woman-stressed-work-while-sitting-681495649?src=fkUD3f3WD0bkfyBmo56YHQ-1-11">bixstock/Shutterstock</a></span>
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<p>If an employee approaches a line manager or member of the HR team and explains that they have recently been experiencing low moods, there are two ways of seeing this. One is that the person is having a difficult time, but that this is understandable given recent events – maybe they’ve broken up with their partner or a loved one has died. </p>
<p>Another way is to think that the person is naturally inclined to feel this way. This could involve beliefs about their genetic history, or the idea that they have a depressive personality. The difference between these two versions of events is between understanding the story as an experience the person has, and something the person is.</p>
<h2>You are not your mental health</h2>
<p>It may not be obvious why this distinction matters, or why it might be a problem. After all, in both cases the person is seeking help and can expect support from their organisation. The problem with understanding mental health as part of who we are is that it puts us in danger of ignoring the way in which our environment has a large effect on our mental health.</p>
<p>Suppose that an employee tells their line manager they are feeling stressed in work and finding it difficult to cope. One way to respond is based upon the belief that this person is someone who naturally gets stressed. In this case we might offer them support, possibly access to an employee assistance programme. The other way would be to look at other factors, for example the person’s workload. Maybe unreasonable demands are being made and they are being asked to do too much. Perhaps what they are expected to do would make anyone stressed.</p>
<p>While the aim of destigmatising mental health in the workplace is admirable, we must consider what this entails. We need to understand the important role that our day-to-day experiences – including experiences of work – have in shaping our mental health. Unless we appreciate the effect of these experiences we will simply be finding ways for people to cope rather than helping them in a meaningful way.</p><img src="https://counter.theconversation.com/content/104612/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>James Wallace receives funding from The Economic and Social Research Council. </span></em></p>Pledging to destigmatise mental health in the workplace is admirable, but it comes with problems too.James Wallace, PhD Researcher, Cardiff UniversityLicensed as Creative Commons – attribution, no derivatives.