“Cynicism is really the hallmark of burnout — not exhaustion,” said psychologist Christina Maslach, professor emerita at the University of California at Berkeley, whose work pioneered the definition of burnout. “It’s when it’s gotten to the point where you say, ‘I can’t take it anymore —I’m gonna do the minimum.’ The risk is that you begin to hate the job. You say ‘Take this job and shove it,’ and feel very negative about yourself.”
… Do you have frequent and ongoing occupational stress, such as continual high demands with little control —not just one bad month or project? Did you just survive a crisis? All are high risk factors for burnout.
If any of this sounds familiar, the course of action requires changes from your bosses, as well as you, said Maslach in Bloomberg.
For burned-out employees, the time-trusted prescription of breaks is still relevant. That includes regular five-to-10 minute periods of stepping away daily and longer separations in favor of hobbies and social activities, especially in the evenings.
For employers, giving employees more independence and control over their responsibilities can help considerably. A bigger rethink of the relationship between the job and the person is also usually in order. “It’s asking, ‘Is there anything that we can do on the job side that will create a better match, so this person will thrive and do well?’” Maslach said.”