Ask Chloé: Preventing Future Burnout

Welcome to the Ask Chloé column on Security Boulevard! Each week, Chloé provides answers to readers’ questions to help guide them as they navigate the technology industry. This week, Chloé addresses a reader’s fear that burnout will continue to be an issue long after the pandemic finally recedes.

 

Dear Chloé,

Do you think burnout will still be an issue post-pandemic?

-Fearful of burnout

 

Dear Fearful of Burnout,

I think it can go either way depending on how companies comport themselves. Companies need to recognize that flexibility is needed more than ever before in terms of understanding boundaries (such as not bothering employees on off hours) and also in allowing flexibility of time management. Additionally, listening to their team members and continuing to practice active collaboration and communication.

To be honest, this all starts with the manager—their role must include advocating for employees as well as hitting key business goals. Sometimes they will have to readjust those goals so that burnout doesn’t happen

Many mental health professionals are concerned about post-COVID stress disorder (PCSD). PCSD has similar symptoms to burnout, but involves a higher level of traumatic stress that will impact both the sufferer and their surroundings, as well as the worker’s personality. Healthcare professionals are concerned about PCSD’s long-term impacts on our society. It’s important to watch for pattern changes, stay flexible, make offers for time off and listen. The stability and business continuity of many organizations is dependent on their proactive awareness of and empathy for security and IT teams while acknowledging the importance of mental health.

So overall, yes, I think it will continue to be an issue post-pandemic if we don’t learn how to do better. Burnout existed way before the pandemic, especially in IT and security teams. What I recommend is listen and take action now if you see signs of burnout in yourself or in your teams. Don’t wait until a crisis begins. It’s very possible that if organizations listened prior to the pandemic, reducing burnout and understanding the role mental health plays in productive, engaged employees, it wouldn’t be such a problem now. Organizations and employees may have experienced a more supportive environment, which could have reduced the burnout levels that we are noticing during this pandemic.

This is why we must not just talk the talk but also walk the walk. Because unless we make changes that employees recommend; that they need to stay healthy, then we aren’t being there for the employees. If employees don’t feel like they matter in the organization, this can lead to less productivity and increase turnover.

My advice is simply to use this time to reflect and learn how to do better and how to create a more supportive environment. Perhaps you can even connect with colleagues to brainstorm. After examining possibilities, take the best potential actions to make it a reality.

Learn more about the award-winning tech changemaker, Chloé Messdaghi, at https://www.chloemessdaghi.com

Have a question? Want advice? Submit your anonymous question to Chloé: [email protected].