Which crises follow the financial crisis?

* Number of burn-out cases rising (NRC Next, 28 Oct. 2011)

* Half of Dutch people would like a different job (FD, Oct. 2011)

The financial crisis has exposed that certain systems do not function well. This has far reaching consequences for employees. Recent research indicates that the number of burn-outs is rising: in 2007 it was still 11% of the more than 7 million working people, now, in 2011, 13% (TNO and Statistics Netherlands). The Financieel Dagblad also reports that 50% of Dutch people would choose a completely different career. The 2011 National Work Survey by JobTrack.nl shows that it is mainly employees with five to ten years of work experience who would like to do something else.

Movement or standing still

With every crisis there is the question of whether adjustments are made at the core. Examining with a critical eye what does and does not work, breaking through limiting patterns and then working towards a healthier basis. Now that this is taking longer than was (until recently) expected, employees stay longer in their current jobs. Internally, a number of them resigned long ago. They still go to work, but inwardly they have checked out. A growing number of employees are burning out.

The Centre for Occupational Diseases indicates that, for the first time, burn-out tops the list of occupational illnesses. Employees stay put longer out of fear of losing their jobs. It is mainly the driven, perfectionist employees who are susceptible to this. Their commitment is great, but they see little result from their efforts, with frustration as a consequence. This works through into the body. Even though the illness is not listed as such in the DSM IV (the handbook of mental disorders used by GPs, psychologists and so on), professionals do recognise this illness. With prolonged overload through stress, the body and mind become exhausted. With the ultimate consequence that the body almost stops functioning. Some responses from employees: ‘I suddenly no longer knew how to get home’, ‘Now, 3 years on, I notice I still have memory problems’.

Reintegration and prevention with burn-out

Preventing burn-out avoids a great deal of damage, both personal and financial. Occupational health services can offer information and a programme. In addition, career coaching is a good instrument both in preventing and in the reintegration of employees with burn-out.

Valérie Docters van Leeuwen, The Art of People c&c

Senior practitioner NOBCO/EMCC

Master of the Leary's Rose communication model and certified in the EQ-i by Dr R. Bar-On