Understanding Burnout and Its Impact on Professional Well-Being

Do you feel unmotivated to take action of any kind? Do you no longer find joy in hobbies or spending time with loved ones? These could be symptoms of burnout, indicating you may be overworking and feeling mentally and physically drained. According to research by Deloitte: 77% of professionals experience burnout in their current jobs. As alarming as this statistic is, the real issue lies in the fact that many of us don't even recognize the signs until it's far too late. Throughout my career, I can recall several instances where in hindsight I experienced burnout. While from the outside I was succeeding in my career, on the inside I was struggling with my mindset, feelings and relationships. I was fortunate to have a strong support network (both professional and personal) that supported me through these struggles. This personal experience made me realize the importance of normalizing speaking about this topic and educating myself and others on prevention and management strategies. To get some practical insights and tips on this topic, I reached out to my friend Dora Vanourek. Dora is a Burnout Coach for Tech Professionals, a LinkedIn Top Voice on Resiliency, and a Senior Consulting Services leader at IBM. Here are 5 invaluable tips she shared on preventing and managing burnout: 1. Recognize Early Signs of Burnout: Burnout does not happen overnight - instead, it slowly creeps in. Watch out for early signs such as exhaustion, emotional overwhelm, disrupted sleep, changes in eating habits, disconnect from social life, reduced motivation and self-care, physical ailments, and reduced performance. 2. Understand and Address Root Causes: Long hours might seem to cause burnout, but they're often just a symptom of deeper issues. Common root causes include feeling undervalued, working in a toxic team environment, lack of autonomy in how you work, perceived unfairness, and a mismatch between job requirements and your values. Addressing these core issues is essential. 3. Engage in Activities: Find an activity that energizes you and helps you disconnect from your work. Aim for at least 15 minutes on most days. Anything you enjoy will be beneficial: walk, exercise, creative hobbies, dancing to favorite songs, gardening, meditation, etc. 4. Incorporate Meaningful Tasks in Your Work: All jobs have less enjoyable tasks. Research shows that you are less likely to burn out if at least 20% of your work is meaningful. An example is mentoring or coaching someone, developing new ideas or developing a training course for others. Everyone finds meaning in different tasks - reflect and find yours. 5. Ask for help: You are never alone. Reach out to a friend or professional. Your company might have employee assistance programs, or point you to available help in your country. Looking for additional insights on the topic? Follow Dora here on LinkedIn. She posts daily on the topics of  burnout, careers, mindset, coaching, and leadership.

Today, I wanted to share some thoughts on a topic that's increasingly pressing in our field, yet often overlooked – burnout in cybersecurity. A recent report I came across mentioned that a staggering 80% of global risk leaders believe burnout will significantly impact businesses in the coming year. This hit close to home. In my journey with Levacloud LLC, and through numerous interactions with peers and clients, I've seen firsthand how the relentless pace and high stakes of our work can take a toll on even the most dedicated professionals. But here's what I've learned: Burnout isn't just an individual challenge; it's a collective one. It affects our team's effectiveness, increases vulnerability to attacks, and can even lead to costly staff turnover. It's a silent storm brewing within our ranks. How do we navigate this storm? For me, it's about balancing the intensity of our work with genuine care for our team's well-being. It's about smart workload management, flexible work arrangements, and fostering a culture where mental health is as important as meeting targets. And yes, sometimes it's about knowing when to seek external expertise. In roles like mine, where we provide expert support services across the Microsoft Security and Compliance tools, I've seen how external support can ease the burden on internal teams, bringing fresh perspectives and specialized expertise. But more than that, it's about building a sustainable work environment where people feel supported and valued. Let's not wait until the storm hits. Proactive measures, open conversations, and a supportive community can make all the difference. And if you ever feel overwhelmed, remember, seeking help is not a sign of weakness, but of strength and strategic thinking. Would love to hear your thoughts and experiences on this. #CybersecurityWellness #MentalHealthInTech #BurnoutPrevention #CyberSecurityCulture #HealthyWorkplace

💥💥💥 The Silent Struggle: Addressing Burnout in Cybersecurity 💥💥💥 🚀 Since my LinkedIn posts on burnout in cybersecurity seem to strike a chord, I decided to make a video! Join me as I dive deep into the world of cybersecurity burnout. I'll share my personal experiences and the strategies I've learned to tackle this challenging issue. I made this video for all in the cybersecurity field looking for ways to manage stress and maintain mental health. 🔑 Key Highlights: 🚨 Understanding burnout in cybersecurity. 💡 My personal recovery story. 🌈 Using Jeff Cooper's "Color Code" for stress management. 🛠️ Strategies for wellness. 🌟 Tips for a healthy work culture. ❓ Question: How do you balance cybersecurity demands with personal well-being? Share in the comments! 🔗 Resources: Mental Health Hackers: ➡️ https://lnkd.in/gXajAwFa The Mighty: ➡️ https://themighty.com 7 Cups of Tea: ➡️ https://www.7cups.com TherapyDen: ➡️ https://lnkd.in/gHcwnpcu The National Alliance on Mental Illness (NAMI): ➡️ https://www.nami.org/Home SHRM Employee Assistance Program: ➡️ https://lnkd.in/g53Nt6rw 📻 Podcasts & Articles: ITSPmagazine Podcast Network (Sean Martin & Marco Ciappelli): ➡️ https://lnkd.in/g4tRmTkV CyberWire Daily, by N2K Afternoon Cyber Tea (Rick Howard & Ann Johnson): ➡️ https://lnkd.in/guyTqivd McKinsey & Company: ➡️ https://lnkd.in/gE_Xfscz Cyber Security Tribe Cybersecurity Burnout Guide (Dorene Rettas,  Dr. Rebecca Wynn, The Soulful CXO., Kapil Bareja, Sabino M., Dr. Vivian Lyon, DIT, MBA, PMP, CISM, CISA, CRISC, CEH, CHFI, CCSK, Rizwan Jan and Psychologist, Dr. Lea Martinell-Smith : ➡️ https://lnkd.in/gerCUdm5 ✨ Take care of your mental health. It's as vital as your physical health. 👍 Like, Share, Subscribe for more on cybersecurity wellness! #Cybersecurity #Burnout #MentalHealth #CyberWellness #StressManagement https://lnkd.in/g9DKvgeP

Yesterday I had the pleasure of talking with Sara Seward McGlothlin on her Healthified Podcast.   We discussed insights into the causes of burnout, the signs, and the path to prevention.   In 2019 the World Health Organization defined burnout as “an occupational syndrome caused by chronic workplace stress that has not been successfully managed.”   We all have various responses to stress, which can be triggered by our own automatic reactions or our environment, such as a toxic workplace. Why do some people take stress in stride while others tend to let every stressor provoke an extreme reaction? Based on my own upbringing I realized that extreme behavior can be learned or influenced by our parents who role-modeled specific behavior.   What are some clues that we’re approaching burnout? If we pay attention, our body will tell us when we’re stressed. Have you ever noticed when you had knots in your stomach, elevated heart rate, or tense shoulders? And you wondered why your body was experiencing those symptoms? Think back.   Was there an unpleasant exchange earlier in the day that you chose to sweep under the carpet? When we ignore the signs, eventually we will explode at the wrong time.   Sometimes burnout comes from our own passion for our work and expectations of perfection.   How can you confront burnout? The first key is awareness: awareness of our body as described above and awareness of our thoughts. Journaling and watching our inner dialog as an observer can be powerful.   The next step is to convert negative thoughts. How? Take a look at the unpleasant exchange that happened earlier in the day. Think about how you felt emotionally and how you reacted. What did you say or not say? What were your thoughts afterwards? How could you repair the relationship with the other person?   What are some other aspects of preventing burnout?   Self-care comes in many forms.   We all know we need to exercise for health, but have you ever stopped to think of exercise as a salve for stress? Physical activity releases dopamine and endorphins, which improve mood and mental clarity.   What about fun? Do you plan fun activities for the weekends or even mid-day? Small moments of self-care, like walking or stretching can have a significant impact on stress reduction.   Another source of self-care is friendships. Loneliness in the workplace has been identified as a significant issue, with social connections playing a crucial role in recovery. In 2023 the US Surgeon General released a report, “Our Epidemic of Loneliness and Isolation,” which stated that social connection is a “critical and underappreciated contributor to health and resilience.”   Finally Sara and I agreed that stringing together the joyful pearls of life can help us focus and appreciate the beautiful moments of our lives.   What are your favorite ways to banish burnout?   #Burnout #stress #loneliness #selfcare #Joy 

Leaders, burnout doesn’t just happen. That's a lie. I’ve noticed it comes from 3 things: - Lack of control. - Lack of support. - Excessive workload. As an employer, this should concern you. Burnout isn't random. It’s (primarily) a result of the work environment we create. If your employees are feeling burnt out, it's because: - Their tasks are overwhelming and unmanageable. - They don't have enough autonomy in their roles. - They lack the support system they need. These factors make burnout inevitable. So don't blame employees for feeling burnt out. Focus on what you can address as a leader. ➡Give your team more control over their work. ➡Manage and balance workloads effectively. ➡Provide a strong support network. Ignoring the root causes of burnout harms everyone. Focus on improving the work environment. Take action on what you can change. Support your team's well-being. That’s the key to a healthier, more productive workplace. If you want a burnout-free culture, start here. PS. What would you add?

Burnout is an organizational human behavior problem. When organizations assume that it’s an employee issue, they have it backwards. ⬇️ According to our 2023 aggregated data: - 60% of employees struggle with it That’s a big number. ⬇️ What is *not* at the core of that number? Task management and the amount of work. What is? Mattering, dignity, respect, support, connection, community and belonging. ⬇️ When organizations assume that the things that solve burnout are: 🔅 Therapy & counseling 🔅 Well-being apps and onsite wellness classes 🔅 Resilience and happiness training 🔅 Extra time off They are ignoring the core of the issue: 🔅 Their role in the process Without a supportive environment employees feel: 🔅 abandoned to deal with their problems alone 🔅 unseen 🔅 unsupported 🔅 resilience resentment 🔅 toxic positivity This is fueling the burnout epidemic and is the reason it continues. ⬇️ What is the #1 thing employees ask for to feel seen, heard and valued in the workplace? 🔆 Supportive Leaders Managers who have their back and are easy to engage with. All the way up the chain. ⬇️ Don’t assume your employees are able to deal with burnout on their own. You are needed. #ShowingUp #SupportiveLeadership 👋Reach out if you want to rid your office of burnout. There is a framework and training to empower leaders to tackle this in a pragmatic and time efficient way.

Researchers Christina Maslach and Michael Leitner have identified 5 employee profiles: 1️⃣ Burned out: These employees are struggling with 3 kinds of symptoms: - loss of energy ("I'm not even sure I'm going to make it out of bed, much less get to work today") - loss of enthusiasm ("What's the point? I don't even know why I'm doing this anymore") - loss of effectiveness ("My productivity is sliding downward while mistakes and errors keeping climing") Burnout arises from a poor job-person fit in any or all of six areas: - Workload (e.g., workload is too heavy, workplace expectations are too rigorous, too little resources are provided, etc.); - Control (e.g., employees feel they have little control or decision-making power at work); - Reward (e.g., insufficient compensation and sparse recognition for employee efforts); - Community (e.g., lack of belongingness and psychological safety); - Fairness (e.g., real or perceived gaps between employee expectations and workplace reality); and - Values (e.g., real or percieved mismatches between employees' core values and the organization's). If leaders talk to their employees on a regular basis, they will already know (or have good guesses) where the problems lie. If not, a logical first step would be to find out by either conducting a burnout survey or talking to employees directly. For severe cases of burnout, often the best place to start is values. Address any differences there first, then proceed to issues in fairness and workload. Address other issues as needed. 2️⃣ Disengaged employees are not exhausted or unproductive - they are discouraged and cynical. They may have lost confidence in workplace values and policies. Start by addressing any real or perceived differences in these areas. Listen to the employees' concerns and ask for their input in creating needed change. 3️⃣ Overextended employees are exhausted - they are snowed under by a heavy workload or heavy expectations. For these employees, it makes sense to reduce unreasonable workload demands and increase resources and support. Give overextended employees as much control and autonomy as possible. 4️⃣ Ineffective employees are not particularly overwhelmed or stressed. But they may be struggling with a lack of confidence that impacts their productivity at work. Start by boosting employee recognition and reward. Work on meaning and purpose exercises. Build a strong sense of community and sense of belonging. 5️⃣ Engaged employees feel the opposite of burnout - they are energetic, enthusiastic and absorbed by their work, and are effective & productive. Talk to these employees to learn what's working well for them. Use this information to provide ongoing support and improve conditions for employees with other profiles. ************** ➡️➡️NEW INFOGRAPHICS EVERY WEEK⬅️⬅️ RING THE🔔 TO BE NOTIFIED #litvakexecutivesolutions #wellbeingatwork #burnout #neurocoachinggroup

Leadership burnout is real, and it can impact your well-being and team performance. With around 60% of the leaders facing burnout which is affecting their daily work and decision making, it's time to lean in and untangle it. Signs you might be heading for burnout: Constant exhaustion: Feeling drained even after rest. Cynicism and detachment: Losing enthusiasm or feeling disconnected from your team. Reduced effectiveness: Difficulty making decisions or leading with clarity. Increased irritability: Shorter temper and less patience. Don't wait for burnout to hit! Focus on self-care: Prioritize sleep, healthy eating, and exercise. Delegate effectively: Empower your team to take ownership and reduce your workload. Set boundaries: Don't be afraid to say no and manage your time effectively. Seek support: Talk to a mentor, coach, or therapist. To lead better we need to take care of ourselves first. As a leader have you experienced burnout? Share your thoughts. #leadershipdevelopment #leadershipexcellence #coachingjourney

Burnout is a growing problem among healthcare professionals. In 2024, nearly half of physicians have already reported experiencing burnout, according to Medscape’s latest report. Key contributors to burnout include overwhelming bureaucratic tasks (62%) and excessive working hours (41%). The numbers tell a story of immense job stress that affects not only our work but our well-being. To combat this crisis, technology can be part of the solution. Healthcare organizations should consider how technology can support clinical teams. Solutions like advanced prior authorization and patient relationship management software can reduce administrative tasks and improve patient-clinician time. These changes require significant effort and collaboration but can make a real difference. As we face these challenges, it’s vital to remember that our well-being is linked to the care we provide. By addressing the root causes of burnout, we can create a more supportive healthcare environment. In this era of healthcare transformation, empowering our medical professionals is not just a goal. It’s an imperative. The health of those who heal must also become a priority.

Most times employees quit for an avoidable reason. Look, we know the costs of employee turnover: 💸The hard costs: On average, it costs a company 33%-200% of an employee's annual salary to hire a replacement. The cost increases with higher salaried positions. 🙇The soft costs:  High turnover leads to decreased morale and engagement, impacting overall team performance and company culture. Now sometimes your team leaves you for various reasons beyond your control. They move. They die. They want to switch industries. But most times, your middle managers leave for an avoidable reason. And that reason is #burnout. Recent research by Capterra and Gartner found that nearly 3 in 4 middle managers feel overwhelmed at work, and 40% of new managers are looking for new jobs. They leave because they are tired, exhausted, and overwhelmed. #BadStress Why do I say that is avoidable? Because there are ways you can help your employees live their life without bad stress. There are ways to support them in reducing their exhaustion and overwhelm. Constant exhaustion should not be the norm. And the middle managers looking for a way out believe this too. In fact, fifty-two percent of voluntarily exiting employees say their manager or organization could have done something to prevent them from leaving their job - Gallup If you're thinking to yourself, well what can I do about this? Here are three simple solutions you can begin this month: 1️⃣ Promote work-life balance by encouraging breaks and time off such as lunch away from the desk. 2️⃣ Provide resources for mental health support, such as counseling, workshops, or outside walking meetings. 3️⃣ Foster a positive and supportive work environment where open communication is valued during regular 1-on-1 check-ins. End the cycle of turnover. Reduce burnout. New Year, Evolve Your Company #NewAge Are you ready for change? #EmployeeEngagement #WorkLifeBalance #WellnessAtWork ***** Burnout is prevalent in the workplace...costing companies millions of dollars in lost productivity and poor work performance A catalyst for sustainable success, Vanessa Zamy ensures corporate professionals navigate the corporate world with increased productivity, renewed vitality, and exponential performance. ✅ Message Vanessa Zamy today for more details about her wellbeing and wellness keynotes and leadership trainings.