- Before reading these articles, I already felt technology can be both helpful and draining. In my own work in emergency outreach, there’s this unspoken pressure to always be reachable whether that’s through email, Teams, or text. I’ve seen coworkers struggle to log off (especially my manager). He recently got married and was just telling us how he was on his work phone at his wedding (LOL). I’ve felt it too, but I’m learning to keep proper boundaries. I can’t be my best for my clients if my cup is empty.
- In Hilty et al. (2023), the “fatigue” part of the health to burnout continuum stood out to me the most. It’s that in-between space where you’re still showing up but not really thriving. I’m probably in that place at least once a month. I think the key for me is making sure I consistently take care of my health and not feeling guilty for stepping back when I need to.
- The human factors section in Table 2 spoke to me the most. I naturally take on a lot emotionally and try to be everything for everyone, and that can definitely catch up to me. I’ll keep going even when I’m tired, which obviously only worsens the fatigue. I have to be more intentional about checking in with myself and not waiting until I’m completely drained to slow down. That means being honest about what I can actually handle and giving myself permission to step back when needed like I stated previously.
- Reading MacDonald (2022), I really connected with the clinicians who talked about flexibility vs. blurred boundaries with remote work. I can absolutely see myself working remotely because I like the freedom it gives, but I’d need clear structure. Without boundaries, I know I’d end up working at random hours and never fully turning work off.
- Ratcliff’s (2024) framing of burnout as a public health issue made sense to me. I liked that she looked at it from a systemic lens instead of putting all the responsibility on the individual. I’ve never taken the Maslach Burnout Inventory but I’d actually be interested in doing it just to see where I stand and catch patterns early. Her suggestions around organizational responsibility seem real and practical enough.
- I thought Ratcliff’s suggestions were on point, especially the parts about shifting workplace culture and not putting everything on the worker. The only thing I wish she talked about more is how tech plays into burnout. A lot of the stress comes from constantly being online and feeling like you have to respond right away. I think adding something about setting tech boundaries and clear expectations around availability so people actually have the chance to “disconnect” would’ve made her points even stronger.
Hope everyone is having a productive and mostly stress free semester 🙂
Hi
I am right there with you when you said you take on a lot emotionally! I find myself also pouring into work and putting my basic essential needs on the back burner as well. Considering this and relating it back to Ratcliff’s advise, I thought about who would be advocating for our needs? I feel like we are committing our lives to the needs of others, but I hope we find within to learn to advocate for ourselves and in times when we are hurting to acknowledge, seek, and receive help.
Seriously related to so much of what you said! That story about your manager on his phone at his wedding is hilarious but also way too real. I’ve felt that same pressure to always be available, and it’s exhausting. Recently, I have learned to set boundaries. That “fatigue” stage you mentioned really hit home. I’m there more often than I’d like to admit, still showing up, but definitely not thriving. I also do that thing where I push through instead of slowing down, and it always catches up with me. I also agree with you on Ratcliff’s point about burnout being systemic, not just an individual issue. And yes, tech boundaries need to be part of that conversation. Constant pings and the pressure to respond ASAP are a huge part of the stress. Thanks for sharing this; it makes me feel a little less alone in the struggle.
Hi cbrown0815,
I was really shocked that your supervisor was working while at his wedding. Wow, we have to set some clear boundaries in order to prevent burnout. Technology can also decrease our actual presence when we are engaged in a fun activity, moment, or even as monumental as your own wedding. I think about how your supervisor can unintentional apply some unwritten pressure to other employees to have the same tenacity and passion. However, we can’t always have the expectation of others like we have for ourselves.
I agree with you about the stress of always having some form of technology as apart of our daily lives. I recently mentioned to my daughter that I am going to teach her some “old school” games (i.e. hopscotch, old maid, jumping rope, freeze tag) that does not require technology. Not olny are we getting some needed vitamin D, fresh air, exercise, tech break, and bonding time.
Nia,
I have to admit I am concerned about your supervisor. Whatever the issue, if you are on the phone at your own wedding, either you have to look at your own boundaries or you aren’t getting adequate support from the organization in which you work.
You did a good job with this post. You identify the elements that are answers to the questions, but I would have liked to hear more about what you pulled from the readings themselves. And you start off great, but you fall off before you fully discuss the issue. Just flesh things out a bit more when you are talking about Just as one example, your sentence of “ Ratcliff’s (2024) framing of burnout as a public health issue made sense to me. I liked that she looked at it from a systemic lens instead of putting all the responsibility on the individual”. is really a good point. It could have been even better if you had gone a bit further with this one. What is the “systemic lens?”. Can you define that a bit? How would you place that responsibility. It is an outstanding point, but you just let it hang instead of running with it.
Dr P