How to prevent burnout: Insights from Job Demands-Resources Model

When I fell into burnout, I wondered why it hadn’t happened in my previous jobs.

I’ve always worked hard, whether it was the sleepless nights as an event manager, or the intense focus required for microscopic brain surgeries as a doctoral researcher. These roles, undeniably stressful and demanding, often left me feeling overstrained. But burnout? No, it wasn’t about me.

I intuitively felt that burnout wasn’t just about high workloads or fast pace. It seemed that a job could be manageable, no matter how challenging, if it was balanced with other factors.

Following my curiosity, I dug into the research (as we geeks do) and found some answers in the so-called Job Demands-Resources Model.

Developed over two decades ago by Demerouti et al. (2001), this model is a well-established burnout framework, supported by hundreds of observational studies. It identifies primary factors that influence employee well-being and performance, explains their interaction with each other and links them with burnout.

Here are 6 take aways from the Job Demands-Resources Model on Burnout Prevention:

1. Two Key Factors in Workplace Well-being

All job characteristics can be divided into two groups: Job demands and job resources. They both significantly impact employee happiness and performance at work.

2. Job Demands: The Challenging Parts of a Job

Job demands refer to the physical, psychological, social, or organizational elements of a job that require continuous physical and/or mental exertion, leading to potential physiological and/or psychological strain (Demerouti et al., 2001).

When manageable, job demands can provide opportunities for growth and learning. However, high job demands can lead to exhaustion, that further contributes to burnout.

3. Job Resources: The Nurturing Parts of a Job

Job resources are those aspects of the job that contributes to achieving work goals. It can be support from others, autonomy in the job, opportunities for professional growth and regular feedback.

Adequate job resources help employees stay engaged with their work, while a lack of resources leads to disengagement.

4. High Job Resources Buffer High Job Demands

Strong job resources can mitigate the stress from high demands. When we feel supported and valued, the exhaustion from difficult clients or high work pressure is not as prominent.

Employees who have abundant job resources cope with stress better and have extra energy to combat exhaustion.

5. Everyone Is Different

Different employees may perceive the same job conditions differently, making personalization important.

Despite the individual differences, the Job Demands-Resources Model, by using both individual reports and independent observations, clearly demonstrates that burnout is a measurable phenomenon and not just a subjective experience.

6. Imbalance Between Demands and Resources Can Cause Burnout

When job demands are high and not balanced by adequate job resources, it can result in exhaustion and disengagement, the two main features of burnout.

Summary

In fast-paced, high-workload environments, supporting and nurturing your employees becomes vital. Make sure to provide encouragement, recognize their hard work, offer them freedom in their roles, and create a strong support system. This balanced approach is essential to prevent burnout and sustain a productive, healthy workplace.”

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