A Behavioral Approach to Burnout: Exploring Ratio Strain
A recent survey by Deloitte found that 77% of respondents reported they had experienced burnout at their current job, and 87% said they believed that burnout was a significant problem in their organization.
What’s unique about this survey is that researchers followed through to explore common myths and current solutions being used, like the common misconception that passionate employees do not experience burnout, and that traditional wellbeing programs are useful in reducing stress.
They found:
87% of professionals surveyed say they have passion for their current job, but 64% say they are frequently stressed, dispelling the myth that passionate employees are immune to stress or burnout.
The top driver of burnout cited in the survey was lack of support or recognition from leadership, indicating that companies should consider workplace culture, not just well-being programs:
These data support the idea that employee wellbeing improves more quickly, predictably and sustainably when the environment is a first consideration.
So what really causes burnout, and how can we prevent it?
According to Applied Behavior Analysis, an area of behavioral science, the explanation is ratio strain, a concept that refers to the imbalance between effort and reward in the workplace.
Using the concept of ratio strain, when employees perceive that their efforts are not adequately rewarded, they may experience stress, frustration, and demotivation, which can lead to burnout over time.
For example, if you work long hours, handle multiple tasks, and meet tight deadlines, but receive little recognition, feedback, or compensation, you may feel undervalued, unappreciated, and resentful. This can create a sense of injustice, which can erode your motivation, your commitment, and your well-being. Moreover, if you compare your efforts and rewards to those of your colleagues, and perceive that you are unfairly treated, you may experience even more ratio strain, which can exacerbate burnout.
It's important for leaders and HR managers to recognize the link between ratio strain and burnout, and to take steps to address it.
This can involve:
Conducting monthly or quarterly preference assessments to ensure rewards and recognition are meaningful to each employee..
Using platforms like Kudos to publicly or privately acknowledge business- and mission- essential behaviors and achievements.
Dedicating 10 minutes of meeting time to identify potential ratio strain and adjust workloads accordingly.
Fostering a culture of respect, trust, and collaboration, to help employees feel valued, supported, and engaged.
By systematically evaluating task-to-recognition ratios, leaders and mangers can reduce the risk of ratio strain and burnout, leading to a more positive and productive work environment.
Meanwhile, employees can also take steps to manage their own ratio strain by setting realistic goals, seeking feedback and support, and practicing self-care (increasing their work-to-rest ratio) when engaged in self-directed work.
Remember, burnout is not a personal failure, but a systemic issue that affects many workers. By understanding the role of ratio strain in burnout, we can work together to create a healthier and happier workplace for all.
