Burnout risk refers to the degree to which a person’s energy is depleted, both physically and mentally. Burnout risk manifests in both work and life.
In Germany’s Trait-Map capability and occupational psychology assessment: The level of risk of physical or mental exhaustion caused by prolonged unresolved stress, habits, and attitudes that increase stress. Higher scores indicate higher risk.
What solutions can help them regain physical and mental energy and return to activity with the highest possible energy levels? Let us identify and analyze the factors related to an individual’s burnout risk score.
I. Problems faced by people with high physical or mental “Burnout Risk” scores
Is a person with a “Burnout Risk” score aware of the core issue they are facing?
Physical risk requires individuals to arrange time to rest and recover their health. However, it will not have a long-term impact if it does not significantly affect their mental well-being.
Mental burnout risk, meanwhile, can push people into a state of complete mental and physical exhaustion. Long-term, recurring stress occurs because these people fail to recognize that the problem originates within themselves rather than with those around them.
From identifying the problem to assessing how they handle it, we can determine whether they are capable of resolving the root cause or are addressing only the surface of the problem.
II. What motivates them?
Motivation is the source of mental energy and the underlying reason behind human behavior. It is a core value that drives effectiveness at work.
According to Maslow’s hierarchy of needs, the highest human need is self-actualization—the desire for a work and fulfilled life.
- So what motivates them in life?
- What motivates them at work?
- How satisfied are they with these two factors?
- Which needs are their behavioral tendencies currently satisfying? External needs: originate from external factors. Or Intrinsic needs: come from within each person. Factors originating internally are less influenced by immediate external benefits.
Motivation does not always have to come from something positive. It can arise from pain or from the pressures people face. The way each person identifies and responds to problems shapes their level of “burnout risk.”
Learn more in the series on human motivation:
https://vienquest.com/dong-luc-va-nhung-dieu-anh-huong-den-hanh-dong-cua-con-nguoi/
https://vienquest.com/phan-tich-dong-luc-dua-tren-thap-nhu-cau-maslow/
https://vienquest.com/case-study-ve-ap-dung-phan-tich-dong-luc-trong-cong-viec-de-giu-chan-nhan-su/
What creates people with a high level of “burnout risk”?
- Not everyone has the ability to identify their own problems. They often act out of habit, and those habits lead them to repeat similar situations.
- They may lack goals or fail to remain committed to the goals they set. They are easily influenced by many people and issues, leading them to abandon their original plans.
- They have limited ability to transform and generate motivation for themselves. Yet motivation is what drives us to work every day, encourages us to make an effort, and helps us overcome difficulties to succeed.
III. Professional capabilities and skills
This is the visible part that we can observe through a person’s work or relationships in life. The issue leading to burnout is a lack of fit. Insufficient capabilities and professional skills that do not meet requirements create difficulties for both individuals and businesses. Repeated difficulties cause discouragement. Stress then leads to burnout because the person must meet the demands of the job at that moment, while capabilities and skills always require time to learn and practice.
Therefore, at each stage, everyone needs a direction for personal development. Clearly identifying strengths and weaknesses at each point in time can reduce disappointment and discouragement about shortcomings. Personal development should take place with confidence and stability. Individuals and businesses need to pay attention to capability-development training, because knowledge and skills can always be improved with suitable short- and long-term workforce development strategies and sufficient time.
Learn more about measuring capabilities and work performance at: https://vienquest.com/uchida-kraepelin/
IV. Personality and personal self-awareness
Personal characteristics and self-awareness greatly influence a person’s belief in their ability to take action.
What happens if an introvert chooses a job that requires a great deal of energy and interaction with many people? What happens if someone who lacks patience and attention to detail chooses office work involving data and statistics? Failing to understand one’s occupational personality can lead to choices that do not align with one’s potential and development tendencies. A lack of fit can undermine effort and cause burnout when the gap is too large.
It is always disadvantageous and stressful when a person believes they are incompetent and unable to do something. Someone else with the same capabilities may instead believe they can handle and develop through that task or situation.
They experience an internal contradiction: they expect themselves to succeed, yet an existing belief tells them they cannot. Their actions then tend toward avoidance and denial rather than focusing on action and awaiting the outcome. They act in discouragement, wavering between the belief that they can and cannot succeed. Eventually, they reinforce the belief that they are incapable. The final result is failure in both work and life.
Learn more about measuring occupational personality at: https://vienquest.com/trait-map/
V. Solutions for people with high “Burnout Risk” scores?
Understanding yourself and continuously developing yourself is the solution for people with high “Burnout Risk” scores.
Everyone has strengths and weaknesses. A person’s weakness in one situation may become a strength in another. You need to build a development path based on your own foundation. In addition, we must focus on the core issue and clearly understand our intrinsic needs and motivations. This enables us to recognize that developing our capabilities is the most effective way to minimize “burnout risk.” Personal growth and self-improvement satisfy the highest need toward which people aspire.
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