Burnout in Human Resources Staff Burnout Among

Burnout in Human Resources Staff Burnout Among Human Resources Staff Burnout can affect anyone in any field at any time. Heavier workloads due to shrinking staff in an attempt to save money in a time of economic uncertainty represents the perfect storm in terms of the development of burnout among staff (Gould, 2010). Staff can become physically or mentally burned out. Physical burnout stems from working too many hours at one time. Employees that are not working long hours can experience burnout from too much stress at work.

This research will explore various aspects of burnout among human resource employees. It will explore methods that can help to prevent burnout in employees. Burnout is defined as an exhaustion of physical or emotional strength due to long-term stress or frustration. It can result in a lack of motivation, fatigue, anxiety, depression, and a number of other physical and mental problems. Burnout can cause physical symptoms such as headaches, backaches, or other physical symptoms.

It can cause changes in appetite, irritability, and a lack of satisfaction even the face of achievements (Mayo Clinic Staff, 2010). Burnout does not have one single cause and a person can experience burnout stemming for a number of different sources at the same time. Burnout can stem from individual stresses, cultural stresses, the organizational culture, leadership and supervisors, as well as a lack of social support at the job and at home.

No person is immune from burnout and any one can begin to experience it at any time due to one or many of these sources (Potter, 2005). Burnout can lead to the development of a vicious cycle where a person quits one job for a new job. Unless they understand the problem with the first job, and how they became burnout, they are likely to experience a continuation of the problems developed on the first job (Potter, 2005).

In this case, the organization cannot be blamed for the burnout, the individual must take charge and find ways to avoid burnout that work for them. Organizations can take steps to build an atmosphere that encourages employee motivation and discourages the development of burnout. However, as this example of it demonstrates, the individual can take steps to manage their own burnout. Burnout occurs when a person feels that they are helpless and cannot control their work environment (Potter, 2005). People have experienced serious health effects from a feeling of helplessness.

A feeling of helplessness can make someone want to give up and this is the heart of the burnout problem (Potter, 2005). Organizations can help to eliminate human resources burnout by giving their employees a greater amount of control. Another important element is to give employees praise, bonuses, promotions, and credit for their accomplishments. Recognition creates a positive atmosphere and builds self-esteem. This translates into a higher resistance to the effects of burnout (Potter, 2005).

Burnout is also caused by unclear job expectations, dysfunctional workplace dynamics, a mismatch in values, and a poor job fit (Mayo Clinic Staff, 2010). Building an organizational culture that promotes positive development and that treats their employees as valued resources can reduce the impact of burnout on the organization. Happy employees are more productive employees, but unhappy ones can have a real affect on the bottom line through their lack of motivation and drive.

Regardless of the work environment, individuals can help to make their circumstances better by following a few simple principles. The ability to maintain personal power is a key component in avoiding burnout. Personal power is a feeling that one can take control of their work (Potter, 2005). Human resources personnel often have the ability to schedule their own work and to manage their own tasks. Management of work life and other aspects of their life is an important element to avoiding burnout.

Acknowledging one's own limits is another important factor in avoiding burnout and managing stress (Potter, 2005). Social support systems outside of work are another way to insulate against the effects of burnout and stress (Potter, 2005). Reducing the Effects of Burnout I understand that it is possible to become burntout in the human resources profession, even though this is a career that I can easily visualize as a lifelong love.

I am generally a positive person with a positive outlook on life, but even so it is possible for the stresses of work to become overwhelming and I could experience burnout. The first step to reducing burnout is finding an organization that is a good match in terms of morals, work ethics, and culture. However, this is still no guarantee against the development of burnout.

One of the most important steps that I will take to manage stress and prevent the development of burnout is to keep and maintain the circle of friends that I have. I will make it a habit of taking time out for myself and.