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Job Redesign & Burnout – an individual and organisational response

In our last blog we mentioned job redesign – we’ve been asked to say a little more. The list can be overwhelming, but its intended to stimulate possibilities – both from an organisational perspective but also to help you as an individual to consider what some options might be. 

Redesigning a job to reduce the risk of burnout involves making changes that can promote a healthier and more balanced work environment.  

Here are some strategies that we’ve seen work for individuals and organisations as we engage with people across sectors. 

Don’t be limited by the number of options, contact us if you want to have a speaking partner to explore your questions, challenges and opportunities, or to find someone to help you develop your approach for the future. Sometimes it helps to have someone supporting you as you negotiate possibilities and share how you’re approaching a challenge or change.  

We’ve aimed them at the individual, but of course organisational leaders can consider each area and think about how their organisation responds: 

1.       Assess Current Workload: Evaluate your current workload and responsibilities. Identify tasks that may be contributing to burnout. 

2.       Set Clear Expectations: Ensure you have a clear understanding of your job role, responsibilities, and performance expectations. 

3.       Life-affirming work: Consider the purpose and meaning of what you do. We each have a work life that at its best enhances our whole life. Some might look at work-life balance, which can be very helpful, and for others considering their whole life without starting by separating the parts can be important.  

4.       Flexibility: consider your work arrangements and whether they could be more flexible, such as remote work or flexible hours, to accommodate your individual needs. 

5.       Training and Skill Development: explore learning and skill development opportunities to help you feel more competent and in control or in charge of your work. 

6.       Power of Peers: look to peer supporters in your setting to provide guidance, support, and constructive feedback. Encourage open communication. 

7.       Recognition and Rewards: consider how you are feeling recognised and rewarded to acknowledge and appreciate your contributions. 

8.       Teamwork and Collaboration: Look to see what you might do to encourage a collaborative work environment that encourages team support and shared responsibilities. 

9.       Reduced Administrative Tasks: Seek to minimise administrative or non-essential tasks that can create stress and distract from core job functions. 

10.   Wellbeing Programmes and Processes: seek out wellness programmes that address physical and mental health, such as managing oneself in change, peer listeners, coaching and counselling services. 

11.   Opportunities for Growth: see if there are opportunities for professional growth and development within your organisation.

 12.   Regular Feedback: ask for more regular performance reviews and constructive feedback to help you improve how you do things and develop. 

13.   Mental Health Awareness: recognise the importance of mental health and check out available resources for seeking help. 

14.   Ergonomics: are you in a workplace that is designed to reduce physical strain and discomfort, and how might you influence it. 

15.   Conflict Resolution: Implement effective conflict resolution mechanisms to address any structural or interpersonal issues that may contribute to burnout. 

16.   Job Rotation: Consider suggesting job rotation to prevent monotony and give yourself exposure to different tasks. 

17.   Feedback: Take any opportunities to influence job redesign processes by offering input and feedback. 

Job redesign should be tailored to the specific needs and challenges of your organisation and its employees. We work with organisations across sectors and are awake to new perspectives, approaches and options.