6 strategies for dealing with burnout

The following questionnaire is based on the concept of Christina Maslach (Maslach Christina, Leiter Michael P., Beat Burnout, Wolters Kluwer, 2010). It describes the six most common causes of burnout.

  1. Work overload – also boring tasks, below the possibilities, not being a challenge

  2. Control – how much influence we have on what we do and how we do it (lack of control causes serious stress)

  3. Recognition and reward (feeling that they are missing can cause burnout)

  4. Relationships between employees, conflicts, misunderstandings

  5. Social justice (sense of harm – anger, hostility, more stress)

  6. Values – (what’s important to us at work)

Choose whether the phenomenon is in line with your expectations or not. Regardless of whether the phenomenon is too intense or too low. Ie. if „The amount of work to be done during the day” is too high or too small in relation to your expectations, select the „Not compliant with my expectations” answer. If you decide that if „The amount of work to be done per day” is in line with your expectations, select the „In line with my expectations” answer.

Don’t hesitate to answer too long. The results will show you potential risk factors. The results can be helpful in taking remedial action in a specific area, if you think it is worth it.

Select one or two areas where the mismatch is greatest. In these areas, you can develop strategies to improve the situation.

1.Amount of work per day
2.Level of work difficulty
3.Customer requirements
4.Adherence to deadlines
5.Frequency of unexpected and unforeseen events
6.The possibility of getting into a rut
7.Frequency of disturbances during work
8.Working time spent with customers
9.Time spent working alone
10.Working hours with other employees
11.Scope of group decision making in my work
12.Extent to which I share power with colleagues
13.Amount of information provided by my manager about new developments in the company
14.My participation in decisions affecting my work
15.Quality of senior management leadership
16.Quality of my immediate supervisor’s leadership
17.Power I have in my area of responsibility
18.Ability to follow one’s own opinion
19.Ability to influence the decisions on which my work depends
20.Freedom to follow one’s own opinion
21.Salaries and benefits correspond to my requirements
22.Salaries and benefits correspond to market rates
23.Recognition of my accomplishments by my supervisor
24.Recognition of my achievements by management, without my supervisor
25.Enforcement of regular performance evaluation
26.Access to allowances- travels, office equipment, training support, etc.
27.Possibility of promotion
28.Possibility of bonuses and salary increases
29.Time spent doing a job I really like
30.Time spent working with people I really like
31.Easiness to see what is happening in the organisation
32.Open and honest communication within the organization
33.Freedom of expression of divergent opinions
34.Extent to which employees depend on others
35.Frequency of support
36.Close friendship at work
37.Sense of purpose shared by the whole organisation
38.My sense of togetherness with the whole organization
39.My openness to people from other departments
40.Fair treatment of employees by my supervisor
41.Fair treatment of employees by senior management
42.Fair distribution of management attention
43.Clear and transparent procedures for awarding prizes and promotions
44.Specific disciplinary procedures defined in detail
45.Objectivity of decisions on salary increases and premiums
46.Objectivity of decisions in determining work schedules and division of tasks
47.Range of polite and respectful relationships
48.Level of sensitivity to cultural issues in the organization
49.Reconciliation of different experiences and abilities in the organisation
50.Management commitment to mission fulfillment
51.Impact of the organization’s values on my work
52.Impact of the organisation’s values on all its activities
53.Integrity in the organisation
54.Management’s commitment to integrity and honesty
55.My willingness to make personal sacrifices in the name of the mission of my organization
56.Potential to contribute to my work for the benefit of a larger community
57.My belief in the importance of the organization’s mission
58.Constructive influence of the organization’s mission and activities
59.Contribution of the organisation to the overall improvement of life quality