WHILE the World Health Organization (WHO) has clarified that burn-out is not a medical condition but an “occupational phenomenon,” it is high time that this mental health is highlighted.
In the 11th Revision of the International Classification of Diseases (ICD-11), burn-out is defined as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”
“Burn-out refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life,” WHO adds.
WHO states that burn-out is characterized by three dimensions: feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and reduced professional efficacy.
Employee burn-out is a occupational phenomenon that many companies tend to overlook. Many are so focused with the goals and deliverables that they forget to check on their employees. Whether
it is the top performing employee or not, employees will experience this if there is no proper human resource management from the side of the employers.
The Department of Health (DOH) and the Department of Labor and Employment must come together now and update current regulations on employee welfare and work environment.
Employers should also update and review its current working policies and environment to ensure that employee burn-out is prevented. They also must check on their employees to see if he or she is still happy with their job. Employers should also assess themselves as they may also be the cause of employee burnout.
It is great to know that there has been a recent movement to raise awareness on non-physical occupational health risks.
For quite some time, emotional and mental health has not been something that has been look into as often as it should be. Employers must also understand that the emotional and mental health of their employees is also as important as their physical health./ssdavao