Burnout prevention

The WHO describes burnout as an occupational phenomenon associated with chronic workplace stress that has not been successfully managed. That description refers specifically to work.

Discuss the workload, available time and resources, and the clarity of expectations. Ask what these demands mean in practice. A behavioural profile does not, on its own, explain why someone is experiencing strain.

Concerns about workload deserve attention before someone needs time away. Make it possible to raise problems and agree who will address them. Questions about health and symptoms belong with a qualified professional, such as an occupational physician.

Discuss priorities, the allocation of tasks and availability. Consider what can wait and where support is needed. Record specific agreements and plan a review of how they work in practice.

A manager can make room to discuss concerns and expectations. Ask questions, take concerns seriously and examine what needs to change in the work. Refer health questions to appropriate professional support.

Everything DiSC describes behavioural preferences and can support conversations about communication and collaboration. It does not diagnose burnout or measure mental health. Use results to discuss working agreements, rather than as a medical assessment or prediction of absence.

A profile does not change the workload. Agreements need follow-up, appropriate resources and support. Read the WHO description or the article Workload and burnout: the role and limits of assessments.