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    Are You Burnt Out (Or Do You Really Just Hate Your Job)?

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    The difference between the two and what to do about it

    Your career may be a large part of your identity. It takes up many of your waking hours and might even feel like your life. This is especially true when it feels like work stress is creeping into your subconscious.

    If you mention how drained your job is making you to a coworker or friend, chances are they’ll start nodding knowingly. They’ll probably ask if you’re burnt out. But not all symptoms of panic and dread about going to work in the morning are created equal. 

    Many signs of burnout could just be signs you hate your job and are ready for a change. It’s a tricky distinction, and much of it relies on your intuition. 

    Understanding burnout

    Burnout is more than just a bad day. It’s a chronic state of stress leading to physical, emotional, and mental exhaustion. You might experience: 

    Feeling tired and drained most of the time

    A sense of detachment from your job

    A feeling of ineptitude and a lack of achievement

    Understanding job dissatisfaction

    Job dissatisfaction is deeper than the occasional work annoyance – it’s persistent. It’s a fundamental mismatch between you and your job. Perhaps you relate to the following: 

    Your job doesn’t align with your personal values or career goals

    The environment has a toxic culture, lack of support, or poor management

    Feeling stagnant with no scope for advancement or skill development

    Differentiating burnout and job dissatisfaction 

    Now, let’s get into the reflective questions that will help you determine whether you need a break from or a break up with your job. To differentiate between the two, consider these questions.

    1. Are your symptoms physical?

    Yes, doing something you hate every day can take a toll on your body. But a dislike of your job is less likely to manifest itself in your body the same way true burnout would. If symptoms like headaches, backaches, panic attacks, or stomach issues are weighing you down, it’s likely burnout you’re dealing with. It sounds trite to say, “If you think you might be experiencing burnout, ask your doctor!” However, it can be clarifying nonetheless.

    2. Does your work monopolize too much time?

    Are you expected to have your phone on and accessible at all times? Are you regularly working 60+ hour weeks? Is the ability to take time off limited? Burnout can be caused by plain old exhaustion. It’s easy to feel fatigued when your job demands more time from you than is healthy. Of course, it’s possible to be burned out on any job, even if you’re just working part-time. But if the time constraints of your work are low and your dread of doing it is still high, you might just hate your job.

    3. Can you see yourself being happy in another job?

    Whether you’re burnt out or over it, writing a traditional pros and cons list likely isn’t too helpful. However, brainstorming what might make your work situation feel more palatable might give you helpful insight into what the cause of your distress is. Sometimes processing your thoughts on paper really helps come to a conclusion.

    The level of ease with which you create this list (if you can create it at all) is a good clue as to whether your distress comes down to dislike or burnout. The apathy and fatigue uniquely associated with burnout make coming up with ideas about how to improve your situation a supremely difficult task. So, if you’re struggling to create even a basic list, you’re likely burned out.

    Related: Leaders Share Tips to Build Career Resilience as a Woman in Tech 

    4. Does a mini break help?

    Taking a tiny break should give you a clue as to whether your feelings toward work boil down to burnout. Take a three-day weekend. Sleep in. Hang out with your family. Put a little time into your passion project or a hobby. Turn off your phone. 

    Check in with yourself on Monday morning and see if the dread of going in to work subsided at least a tiny bit. Three days isn’t enough to eradicate burnout, of course. However, if you haven’t gotten at least a slight amount of relief from a short period of recharging, it’s probably not burnout.

    Dealing with burnout and job dissatisfaction 

    Managing burnout requires a focus on self-care and possibly professional help:

    Are you taking enough time for yourself outside of work?

    Would speaking to a professional offer new perspectives and coping strategies?

    Have you established healthy work-life boundaries?

    Addressing job dissatisfaction involves more drastic changes:

    Are there changes in your current job that could improve happiness?

    Is it time to consider a change in career direction?

    What skills can you develop to open new opportunities?

    Related: Is It Time to Quit Your Job? How to Leave Without Burning Bridges 

    Advice from a career coach on making a change

    We asked Certified Career Coach, Resume Writer, and Interview Professional Christy Rosen, to weigh in on facing burnout and job dissatisfaction.

    She says, “I believe job dissatisfaction largely stems from being in a job where you’re not using the skills innate to you. This relates to the Japanese philosophy of ikigai. It’s a concept referring to the reason for being. A lot of times, you’re not where you’re meant to be. This should lead to deeper reflection on thinking about and finding your purpose.

    Examine the job as a whole and what you are and aren’t good at. Then, align. What does it look like to move in a different direction? Rather than fixating on grand or drastic shifts, explore self-discovery, reflect on your ideal daily life, and implement gradual habit modifications.”

    As a starting activity, Christy suggests you rate yourself on a scale of one (not good) to five (great) in these categories:

    Self-actualization

    Self-worth

    Meaning

    Growth

    Freedom

    Life satisfaction

    Creativity and transformational experiences

    Purpose and gratitude

    Harmony and connection

    Values

    Roles and relationships

    Presence and hopefulness

    Work, hobbies, and interests

    Interviewing while burnt out or dissatisfied

    If you interview for new roles during this time, exercise caution. Be sure you’re in the right frame of mind to project the image you want. Your mental health is important and if you’re miserable, it will show. It’s not about “faking it,” but an attitude of “I’m ready for a role with more autonomy (or XYZ) is going to come across better than “I hate my job – get me out of here.”

    Take some time for self-care through meditation, journaling, or anything that allows you to reset and find some joy. Then use that to launch yourself into a better place. 

    Related: Phone Interview Tips: 19 Keys to Land a Second Interview 

    When it comes to job dissatisfaction, finding a better one that brings you fulfillment and joy is worth working toward. It’s not just about enduring your job but about thriving in your career. However, if it’s burnout you’re dealing with, give yourself a much-needed recharge. 

    Originally written by Lauren Hoffman in September 2016. Updated by the Hired Content Team in November 2023. More

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      6 Wellbeing Trends that will Shape Work in 2023 and Beyond

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      Nuffield Health’s 2022 Healthier Nation Index study revealed one in three adults claims their mental health has got worse in the last year. The same statistic is also true of physical health, with a third of UK adults reporting a decline over the last 12 months.
      Employers have a responsibility to help individuals manage their wellbeing. However, it’s clear targeted support isn’t commonly available to modern workers increasingly adopting flexible working approaches.
      With this in mind, Nuffield Health suggests six workplace wellbeing trends we can expect to see as employers look to create relevant and effective wellbeing offerings…
      Managing MSK
      The recent rise in remote working has delivered many benefits for employees, including a greater work-life balance and a reduction in stressful commutes.
      But it isn’t without its challenges – namely overworking and the physical impact of unergonomic home offices – with 72,000 individuals recently reporting a musculoskeletal (MSK) disorder directly caused or exacerbated by the pandemic.
      Despite employers’ responsibilities to provide comfortable home working set-ups, many aren’t meeting their obligations. However, they are becoming increasingly difficult to ignore.
      While financial support should continue to be made available to employees for furniture and equipment – and employers should signpost to how to access these funds – we are now entering the age of the corporate physiotherapist.
      Businesses can invite musculoskeletal health experts to review the current office environment as well as offer general advice on posture, exercise, and nutrition to avoid injury at home.
      Employers may also choose to contribute financial support for private sessions, too, to avoid the greater financial burden of the £3.5 billion paid by employers each year to deal with workplace injuries. Plus, research suggests businesses can achieve an ROI of nearly £100 per £1 spent on physiotherapy for musculoskeletal health.
      The new work-life balance
      Our idea of ‘work-life balance’ traditionally involves unwinding from work stress at home after leaving the office. But what happens when home life itself becomes increasingly stressful?
      Research suggests the current cost of living crisis has been linked to a direct increase in stress. And with financial stresses showing no signs of letting up, employers have a responsibility to help individuals avoid burnout.
      This may include inviting a financial specialist to host a webinar for all employees on managing money, as well as offering relevant workplace benefits – such as grocery vouchers – that directly address some key drivers of financial anxiety.
      Self-help support
      Despite efforts to challenge the stigma around ill health, Nuffield Health research suggests a third of employees still wouldn’t feel comfortable disclosing a mental or physical health issue to their employer.
      So, businesses have a responsibility to offer tailored support to those who may feel uncomfortable asking for it.
      This may include making remote support offerings and self-help platforms available to those who would prefer to work through advice and specialist help at their own pace, away from the office.
      For example, telephone CBT services and online self-help management programs – such as the Silvercloud platform – allow employees to access remote support and guidance on understanding symptoms of distress and learning relevant coping mechanisms.
      A focus on prevention
      There is no one-size-fits-all intervention for the unique physical and mental challenges facing employees. However, businesses can embrace technology to access instead of data-led, personalized interventions that make a difference for the individual.
      Digital platforms featuring AI technology can analyze behavioral data provided by the workforce to predict future challenges, allowing businesses to action interventions before symptoms become unmanageable.
      For example, Nuffield Health’s PATH tool gathers data from both a comprehensive physical health exam, alongside behavioral data from questionnaires to understand employees’ unique risk factors and suggests relevant interventions.
      Employers able to take a proactive approach to employee health not only nurture a healthy and engaged workforce but avoid the impact of presenteeism, which can cost businesses up to £4,000 per employee per year in lost productivity.
      Employee power
      Recent workplace trends, including ‘the great resignation’ and ‘quiet quitting’ suggest power is shifting away from the employer, with employees no longer willing to go above and beyond for their employers.
      So, businesses – especially those guilty of encouraging unhealthy workplace cultures in which employees are expected to be ‘always on’ – must rethink their relationships with employees to retain their brightest talent.
      Managers have a responsibility to lead by example when it comes to widescale cultural change. This means clearly outlining employee expectations, like working hours and contactable obligations, as well as being seen to leave the office on time each day.
      Similarly, employers should welcome and seek regular feedback to understand better the challenges facing staff and how the business can tailor its support. This can be done through regular one-to-ones with individuals as well as anonymous feedback surveys for those who may not feel comfortable communicating in person.
      Family focus
      A shift towards flexible and remote working has somewhat blurred the lines between work and home life, with mixed results. Some of the negative consequences include employees working longer hours to compensate for not commuting, while others have enjoyed the benefits of spending more time at home with family.
      These lifestyle changes must now be a key consideration for businesses. As employees continue to mold their work lives around personal habits – often familial responsibilities such as childcare – these challenges must be reflected in the support offered by businesses.
      The workplace must remain flexible in terms of shift patterns and remote opportunities to meet the needs of those with busy family lives. However, we will also start to see businesses extending benefits to the family, for example, private healthcare and medical benefits for partners and children and familial mental health support.
      This may include parental mental health advice hubs or CBT platforms that provide advice and resources for parents on managing children’s emotional wellbeing.
      By Marc Holl, Head of Primary Care at Nuffield Health.
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