When the work affects to our health: most common work syndromes

Situations of stress or miscommunication between partners have been seen aggravated in recent months as a result of the new environment of generated work for the pandemic, with the fast adoption of the working online, work fatigue highest levels and a change in the emotional state of the employees. This reality has not happened unnoticed in the companies, just as it points out the study Challenges of Spanish companies in was it COVID-19, elaborated by Sodexo, that collects the worry for mitigating the stress of the hyperconnectivity, among others aspects.

For the prevention of these syndromes, is fundamental to know its definition and symptoms more usual:

• Syndrome of the “hard-working bubble”, suffered by those workers that they consider no disconnect to 100% of its work and they have difficulties to reconcile the personal life and work. This situation has been seen aggravated with the fast implementation of the working online and the consistent work hyperconnectivity actual. To decrease it, companies must try to establish activities programs that promote healthy habits.
• Syndrome of the “burnt worker” or burnout: it is one of the work syndromes more well-known, recognised as an illness in 2019 for the World Health Organization. Between its symptoms more distinctive a physical depletion are found, mental and emotional that it demonstrates, mostly, via the anxiety. To try to prevent it, results advisable to apply tools of listens to detect situations that cause stress in the employees and being able to anticipate the problem.
• Syndrome of the impostor: psychological disorder that defines the disability that they have some employees to assume and attribute the successes reached to job grading, considering that have been produced thanks to external effects to them. Affects especially to the women and a good tool to prevent it is the promotion of the security and the autoconfidence.
• Syndrome of Stockholm work: is produced in situations in which the employee suffers an insult by a superior, but it is not able to detect her and it even justifies it. This acceptance answers a feeling from empathy towards the superior, that becomes smaller and does increasingly vulnerable to the employee, with the risk of that affects to its yield and productivity. To try to avoid this type of situations more horizontal leadership systems are recommended, in which there is space for the dialogue.

Try to prevent these syndromes supposes to invest in measures in favour of the health of the staff and, for ende, of the work well-being in the companies. The physical health and emotional of the workers is fundamental for the good performance of the activity of any company, which is why is owed to continue betting for policies of physical and emotional well-being of its workers, creating one “culture of the care”.

Source: Observatory Human Resources, Prevencionar, Objective Well-being, blog Think Bing.