Burn-out, bore-out, brown-out: differentiating, preventing and overcoming these three forms of burn-out

May 22, 2024

There are many challenges in the world of work. Burn-out, which is often mentioned, is only the tip of the iceberg. Are you also familiar with bore-out and brown-out?

Although these terms share similarities in name, they describe distinct realities that require special attention.

Burn-out

It is defined as physical, emotional and mental exhaustion resulting from prolonged investment in emotionally demanding work environments.

Burn-out can also have a significant impact on the personal lives of those affected. According to a study carried out by Opinion Way in 2022, 34% of French employees will be affected by this pathology, 13% of whom will suffer from severe burn-out, i.e. 2.5 million people.

Causes

Harmful managerial practices (lack of trust, recognition, listening, autonomy, etc.), stressful working environments (noisy workspaces, lack of light, etc.), emotional factor linked to certain medical and paramedical professions (too much repeated or lasting contact with human suffering) - this is where the term was born - poor organisation of work (excessive workload, long working hours, work/life balance not respected, unrealistic objectives, etc.).

Symptoms

Possible solutions

To detect the warning signs of burn-out, it is crucial to examine both collective indicators (staff turnover, absenteeism, etc.) and individual signals (persistent fatigue, reduced self-esteem, disengagement, etc.).

Raising awareness of burn-out among HR teams, managers and employees is also essential, to equip them with the knowledge and skills they need to spot it and act accordingly.

Finally, employees in distress should be referred to a psychological support system, such as Stimulus Care Services, for help. At an advanced stage, it will be necessary to refer employees for medical treatment (GP or occupational physician).

To prevent burn-out, a number of measures can be put in place: limiting excessive workloads by imposing restrictions on overtime, introducing compulsory disconnection periods in the evening and at weekends, and avoiding meetings that are too early or too late. At the same time, strengthening employee support is essential, by encouraging the introduction of friendly team rituals and by encouraging managers to listen actively. Encouraging autonomy and recognition within the company can also be a means of prevention.

Bore-out

It corresponds to burnout through boredom.

In this case, exhaustion is not the result of overwork, but rather of chronic boredom. According to a survey of 4.5 million candidates conducted by the temporary employment agency Qapa, 71% of French employees consider their work to be boring, and 56% have a very hard time of it.

Causes

Symptoms

Possible solutions

When boredom burnout syndrome is identified, there are various solutions:

rethink the distribution of tasks within the team to ensure a better workload balance,
giving greater autonomy in carrying out tasks,
re-evaluate the objectives set to ensure that they are realistic and challenging,
set up skills development programmes to encourage career development towards more rewarding positions,
if possible, transfer employees to teams where the activity is more sustained and diversified,
beforehand, ensure that the skills held match those required for the job (avoid overqualification).

Brown-out

It is characterised as a syndrome of professional disengagement that may be due to a feeling of professional uselessness or a loss of meaning in one's work.

According to an Ipsos survey, 54% of workers in France are demotivated or disengaged from their work.

Causes

Symptoms

Possible solutions

Once again, a number of collective indicators (decline in team performance or deterioration in the social climate) and individual indicators (loss of motivation, etc.) can raise the alarm.

In addition, the use of a platform dedicated to listening to employees can be extremely useful. This type of tool makes it easy to gather anonymous feedback from employees and assess their state of mind.

To combat brown-out, management practices can be reviewed by giving employees more autonomy, involving them more in the decision-making process and highlighting the importance of their tasks within the wider context of the organisation and society. From an individual point of view, it is important to formalise and share the value chain into which the mission/task fits, in order to better identify its ins and outs.

It can also be beneficial to run internal communication campaigns aimed at promoting the company's culture and values to all stakeholders.

Finally, the introduction of user-friendly events and social tools, such as an internal social network or an employee recognition platform, can encourage collaboration between members of staff and give new meaning to teamwork.

Are you facing one of these illnesses? Is one of your employees experiencing difficulties? Our psychologists are there to listen to you, support you and guide you on these or any other professional or personal issues.

Don't hesitate te contact our experts : Stimulus Care Services