In order to combat the problem and deal with its consequences, action must be taken at different levels; individual, organizational and more and more often mixed. One of the conditions for the effectiveness of preventive programs is combining actions aimed at the individual with actions aimed at organizational changes. Already at the preventive stage, activities aimed at developing employees’ individual coping skills with restructuring of the work environment should be combined. This means, on the one hand, developing such skills as: recognizing the sources of stress, assessing its effects and applying stress-fighting techniques, and on the other hand, changes in the organization consisting in making attempts to precisely define professional roles, setting flexible working hours, ensuring employee participation in organization management. The decision to change the organization into a more employee-friendly one should be made after the process of assessing the perception of the company in the eyes of the employees themselves through, for example, anonymous surveys. Then we get the result should become a starting point for contemplating the current organizational culture because a good employer is a conscious employer of the psychophysical condition of its employees.

Principles of counteracting occupational burnout:

• Allow employees to co-create the organizational culture of the company by including them in the project of creating goals, mission and vision, they become more connected with the organization and thus co-responsible for their success. From the perspective of their own perceptions of reality, they become „significant” and „significant” for their organization, which as a result creates a strong bond that prevents the occurrence of the burnout syndrome
• Flexible working hours allow employees to feel good, with the feeling that the employer takes into account the needs of employees to a great extent and is able to modify the system and characteristics of work so as to implement the private life of each employee separately.
• The establishment of in-house nurseries makes every employee feel a safe, family workplace, which consequently strengthens the ties between the employer and the employee.
• A modern approach to promoting a healthy lifestyle is an increasingly common tool in the field of burnout prevention. Healthy food in workplaces, medical care, and building awareness of the harmfulness of addictions are slowly becoming the order of the day. Activation, promotion of health and well-being affect the employee’s self-esteem and self-esteem. A well-rested, health-conscious individual recovers his strength faster and is therefore more productive. If he is additionally assisted in this by an organization that represents the same or similar values, then there can be no question of a professional burnout syndrome.

Source: https://kadry.infor.pl/kadry/hrm/motywowanie/5193355,Wypalenie-zawodowe-jak-przeciwdzialac.html

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.

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