Burnout Crisis Factors Affecting Working Adults in Southeast Asia

1
Burnout Crisis Factors Affecting Working Adults
in Southeast Asia

• by

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
2
Introduction

• Employee burnout is fast becoming a global issue.
  A previous Naluri study uncovered that 63 of
  Southeast Asian employees are burnt out.
  Including participants from Malaysia, Singapore,
  Indonesia, and the Philippines, more than half of
  the working adults in the region report increased
  burnout levels.
• To clarify, for the purpose of this article, we
  refer to burnout as a work-related state of
  exhaustion.
• In this article, we will break down the
  associated factors contributing to burnout in
  working adults and the keys to improving employee
  burnout in the region.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
3
Definition of Burnout

• Previously defined as a work-related state of
  exhaustion, burnout is exhibited by extreme
  tiredness, fatigue, emotional and cognitive
  impairment, and mental distancing.
• The Job Demands-Resources (JDR) model theorises
  an imbalance between work demands and employee
  resources that breeds burnout.
• While this theory is true for burnout among
  healthcare workers and overrun hospitals. The
  factors vary regarding the working adult
  population in other industries.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
4
Importance of Understanding Burnout

• Recognising the importance of understanding what
  causes burnout is essential to any organisation
  and business. It is only by addressing the issues
  and finding solutions that employers fully engage
  their workforce.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
5
Burnout and Psychological Distress

• Psychological distress, a state of emotional
  suffering characterised by symptoms of stress,
  depression and anxiety, is the result of extreme
  burnout. Logic dictates that unmanaged burnout
  can lead to adverse health and economic
  consequences for both the individual and
  employers.
• In the next slide, are the results from Naluris
  research on the prevalence of Associated Factors
  for Burnout

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
6
Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
7
Burnout Prevalence in Southeast Asia

• Results indicate from a regional perspective,
  Indonesia experiences lower levels of burnout
  when compared to the other countries.
• Our research does show that economic background,
  job details, and stress levels are all linked to
  feeling seriously burnt out at work. The
  prevalence of burnout was highest in the
  Phillippines, followed by Singapore, Malaysia,
  and Indonesia.
• The magnitude of which - more than 60 of working
  adults regionally experiencing burnout -
  highlights a necessity to focus on employee
  mental health and wellbeing across the region.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
8
Identified Causes of Burnout

• Based on Naluris research and supplemented by
  other credible data sources from adjacent
  research teams worldwide, we can identify a
  consensus on the major causes of burnout in
  Southeast Asian working adults. We also want to
  note that these issues can be addressed by
  employers.
• Over-working or excessive working hours
• The average working week worldwide is 40 hours,
  usually spread across five 8-hour days with an
  hour of personal time in between for lunch. Asia
  follows similar standards however, working hours
  can range from 40 to 50 hours a week. Considering
  the cultural stigma attached to working in Asia,
  it is not uncommon for employees to work long,
  inflexible hours to satisfy escalating work
  demands.Naluris findings aligned with previous
  research published by the National Institute of
  Health. More than usual work hours higher
  burnout risk.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
9

• 2. Job satisfaction or lack thereof
• Burnout is more prevalent among employees who are
  dissatisfied with their jobs. Unfortunately, for
  all employers, there is a direct link between low
  job satisfaction and turnover rates. If you were
  to Google factors for job satisfaction, search
  results will display the following factors
• Work-life balance
• Company
• Opportunities
• Security
• Learning and career development
• Appreciation
• Relationship with supervisors
• Autonomy
• Better salary
• With 15 more to follow below the fold, the
  problem is that many employees in this region
  value job security over job satisfaction. Coupled
  with our reward-based education system, Asians
  are likely to fall into this trap, believing in
  the light at the end of the road when there
  rarely is one.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
10

• 3. Lack of work-life balance
• There is an indirect link between remote work and
  employee wellbeing. Our research at Naluri and
  several other sources agree that no direct
  correlations exist for or against remote work
  promoting a better work-life balance.
• Data shows that the results are people-driven, so
  we can conclude that having the flexibility to
  choose between working remotely and working from
  the office does provide better odds for a higher
  performance ratio.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
11
Solutions for Employers

• Fortunately, there are some solutions that can be
  used to combat the issues that cause burnout in
  the workplace. These best practices will
  ultimately increase your standing as an employer
  and your businesss overall ROI.
• In a public health assessment previously
  conducted by Naluri, we asked participants about
  the most important factors affecting their lives.
  See the next slide for the results

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
12
Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
13
Top Factors for Employee Wellbeing

• The top three most important factors are, in
  order of importance
• Mental and emotional health
• Spending time with family
• Building personal and financial wealth
• Employers like to believe that their employees
  are as dedicated to their companys growth as
  they are. The evidence shows otherwise. Fifty
  years ago, we might have had a different
  argument, one in which loyalty to your employer
  will earn you long-term perks.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
14
Conclusion

• In 2024, candidates and employees will evaluate
  employers equally to regular performance reviews.
  
• Corporations and businesses that provide
  wellbeing support to their employees have a
  higher percentage of staff thriving rather than
  just coping or struggling. In the same study, as
  previously mentioned, a question was asked about
  the state of mind of participants working in a
  company with wellbeing support versus one
  without.
• The results corroborate the earlier statement.
  Employers who provide support have more
  functional and thriving employees.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
15
Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
16
Key Takeaways

• Following our earlier list of negative factors,
  these are some positive applications any employer
  can enforce to reduce burnout
• 1. Focus on work-life balance.
• To promote a healthy work-life balance, offer
  flexible work arrangements, such as remote work
  options or flexible hours. Encourage your
  employees to take breaks and holidays to
  recharge.
• 2. Set clear goals and expectations.
• Set clear expectations and goals for employees,
  providing them with a roadmap for success.
  Regularly communicate progress and provide
  feedback to help your team stay on track.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia
17
Key Takeaways

• 3. Promote healthy relationships.
• Foster positive relationships among colleagues
  and between managers and employees. Encourage
  collaboration, respect, and mutual support in the
  workplace. In other words, leave the politics to
  the politicians.
• 4. Invest in an Employee Assistance Programme
  (EAP).
• A customised EAP to be your partner in employee
  health and wellness. Issues like burnout,
  anxiety, quiet quitting, and poor ROI cannot be
  solved overnight. Still, specialised care and
  support from a team dedicated to helping is a
  step in the right direction, as the data has
  revealed it is just what we need.

Read the full article here https//www.naluri.lif
e/news-and-reports/burnout-crisis-factors-in-south
east-asia