Vacation doesn't solve burnout
Vacation doesn't solve burnout
But let me tell you what can
Welcome to At The End Of the Day. I’m Hannah Sung and I write this newsletter for a people-first perspective on the news. Subscribe and support the newsletter by paying-what-you-wish.
Throughout the pandemic, when I wasn’t wiping down groceries (early stage) or frantically trying to get vaxxed (middle stage) or filled with dread over our children’s unsafe schools (neverending stage), I sat in my attic and worked.
I often began early, before the kids started Zoom school, and would be at my desk on weekends, too. I ate dinner with the family but at night, I always went back to my desk to “finish up” (yet…it…never…gets…finished).
I’m not sharing my grind as a humblebrag. It’s the opposite — falling asleep with your fingers on your laptop is a pretty sad place to be.
Why was I working this way? I made a lot of excuses. “I’m starting a business, I can’t let other people down, this is due.” But it strongly conflicted with the personal reckoning I was having with fair work and what really matters in life: “But I should be around more for the kids. I can’t ignore my partner. What about me? Will I ever have time to enjoy an activity again, instead of just collapsing into the couch for late-night Netflix because my brain can’t handle anything else?” Attaining my ideal work-life balance was constantly being pushed back to some imaginary later date, one that exists at the end of a rainbow beyond my work calendar.
As summer started, I had the happy coincidence of two major projects wrapping at the same time. I thought, Now is the time for me to take a really long break.
Can a holiday cure all?
I cleared my calendar for a month. With COVID numbers low and everyone in our extended family double-vaxxed, we began to visit with others and my laptop stayed shut.
It took a mere couple of days before I felt human again. But it was more specific than that. I became this human again. I released my grip on COVID news and instead I read beautiful books that took me into ‘90s American college life or navigating girlhood in Seoul.
I swam in a lake, I ran in a forest and I ate vegetables from the garden on repeat and I didn’t share it on social. It felt beautiful to just live in the moment, with the people in my presence. My goal was to feel restored—and I did.
I thought I would carry that feeling with me when I returned to work. But within days, I had a sinking feeling.
Vacation doesn’t solve burnout. Turns out I could have set a watch to this realization. In a piece exploring the benefits—and limits—of vacation time, the New York Times cited research showing vacation does bump up well-being, but also that well-being returns to pre-vacation levels within the first week back to work. Experts speaking to The Times also noted this rollercoaster is especially true for people who are workaholics or perfectionists, two types of people who are already prone to burnout (oh, I feel so seen right now).1
Here’s the thing: The concept of “burnout”bugs me. Work-related burnout is recognized by the World Health Organization (WHO) as feelings of exhaustion, increased mental distance from one’s job and reduced professional efficacy.2
Framing that focuses on the individual makes it seem as if burnout is a personal problem. That is neither true nor fair. If being overworked is normalized in our culture, the problem is bigger than just you and me.
Pandemic makes it worse
An April poll from KPMG showed that nearly half of full-time employees in Canada feel their workload is “much or somewhat more” today than pre-pandemic. Three out of every 10 respondents said they’re so overworked that they’re on the verge of burnout or are burnt out. 3
Let’s be clear: The International Classification of Diseases defines burnout as “resulting from chronic workplace stress that has not been successfully managed.” As the WHO put it, burnout isn’t a personal failing, it’s an “occupational phenomenon.”
Throw in a pandemic, school closures for working parents and upheaval in industries like health care, which is experiencing massive strain,4 and burnout becomes an urgent social issue, not just our own private problem to deal with as we tap away in our attics at night.
Change is possible and it’s already happening
Last year, city staff in Guysborough, Nova Scotia began experimenting with a four-day work week as a response to the pandemic. The nine-month pilot project was implemented not just for one harried working parent who asks for an accommodation, but for all core staff.5
The project was such a success, both in terms of productivity and employee satisfaction, that in April, the city voted to keep the policy going forward.6
Collectively reducing workload is the key—and it’s already being proven as one way forward.
Take it from Iceland.
Iceland has a culture of long work hours, but things are changing.
The Organisation for Economic Cooperation and Development (OECD) placed Iceland as one of the countries that provided the least number of hours per week for leisure and personal care, alongside other work-intensive states like Chile, Mexico and Japan. Studies also showed that Icelandic people felt they didn’t have time or energy for chores and home life. Despite their advanced economy and work hours, Iceland still had lower productivity than their Nordic neighbours.
In 2014, researchers in Iceland began experimenting with a four-day work week. During these trials, more than 2,500 workers had their work hours reduced, without a reduction in pay, to see how it would affect people’s health, well-being and productivity.
After running multiple trials from 2014 to 2021, the data was clear. Participants reported feeling better, more energized and less stressed, which meant they had more energy for activities such as exercise, friends and hobbies.7
The trials involved many types of workers—police, government, education, nursing care—-who provide essential services. While their hours were reduced, results showed that productivity and service provision remained the same or improved. Some participants noted that reduced work hours also led to more helpfulness between colleagues.
The depth and breadth of the results clearly support that people function better when they work less. Due to the success of this research, 86 percent of Iceland’s entire working population has now either moved to shorter hours or have gained the right to shorten their hours.
Wow.
Keep in mind, Iceland is a very small nation. Their entire population is 368,792. But that’s a lot of people who are playing more frisbee or cooking family meals together.
I love that the Icelandic study provided rigorous research to back up something we already know: When we work too much, we become less effective. So why do we push ourselves to work longer and harder even when we know it isn’t healthy?
It’s because there are too many cultural rewards for overworking. It’s when no one bats an eye as you keep emailing from your vacation, instead of gently reinforcing boundaries. It’s when colleagues say they’ll finish up a report overnight and again, no one says anything but, “Cool, thanks.” The reason we work so hard is because we have been rewarded time and again from a world that wants to extract our labour.
How to extinguish (or at least better address) burnout
I want to be clear that I love the work I do. What an incredible privilege to marry my interests with my paycheque. I’m especially lucky that I work with people I genuinely love. But sometimes, I honestly feel overwhelmed at the sheer volume of tasks that need to get done. Work is still work—and we deserve rest, preferably with each other, enjoying cheese, snacks and cake.
I want to be like Iceland, but I can’t do it alone. We’re all part of a system and that system needs to be part of the solution. So what needs to be done now that we’re facing a she-cession,8 with women leaving the workforce in droves, and soaring burnout rates?
For starters, workplaces big and small need to shift the culture from prioritizing productivity to valuing employees as people. One way to do so is to take mental health seriously. It’s not about creating a hashtag. It’s about providing real ways for people to care for their mental health, with time and money.
Last year, Deloitte Canada extended their December holiday and gave staff up to 18 extra days to deal with pandemic life, whether it’s helping children with school or get groceries before curfew.9 More recently, Vancouver-based social media platform Hootsuite responded to the pandemic by not only giving their staff a week off, but expanding their mental health benefits coverage by six times.10
Plenty of us don’t work salaried jobs with benefits, particularly after COVID-19 further fuelled the gig economy,11 so we also need governments to step up with paid sick days that include mental health days. Professional support around mental health should be as accessible as seeing a family doctor.
Most of us don’t have any of the above in Canada. That needs to change.
As an individual, and especially one who is collaboratively building a small company, I’m trying to lead by example and prioritize better values than a bottom line. If I’m catching up on emails, I schedule them so they arrive within work hours. I try not to create short deadlines for others.
The toughest part is doing all those things for myself. But I keep trying, because we can’t just power through until our next holiday.
None of this is about time off. It’s about the quality, and quantity, of the time on.
I’m hoping you get to spend this long weekend doing what you do to relaaaaax.
Thank you for reading,
Hannah
✨ ✨✨At The End Of the Day is edited by Laura Hensley and Ishani Nath ✨✨✨
Every month, I partner with the amazing team at Best Health magazine. Here are some of their recent stories that I think you should read.
A Province-by-Province Guide to Vaccine Passports in Canada Who can keep track? It’s all in one place, here
Post-Pandemic Emotional Recovery: How Are You Doing? Oof, this packed a wallop, great read
Is It Bad to Eat Before Bed? Um, is “And what if I do this every night?” the right follow-up? Asking for a friend
Ooh, so nice!
You may know that I have a few newsletter friends, including the brilliant Stacy Lee Kong, creator of Friday Things. It’s a weekly, intersectional take on pop culture and I love it. She’s launched super-cute merch and is offering us a discount code. Use ATEOD10 to get 10% off your pre-order. Bonus: if you pick a long-sleeve, you can twin with me (I got both). Thank you for supporting women journalism entrepreneurs.
The Limits of Vacation, The New York Times
Burn-out an "occupational phenomenon": International Classification of Diseases, World Health Organization
Mental health among health care workers in Canada during the COVID-19 pandemic, Statistics Canada (Feb 2021)
Four-day work week remains in Guysborough, 101.5 The Hawk
Going Public: Iceland’s Journey To A Shorter Working Week, Alda and Autonomy
Opinion: The 'she-cession' is real and a problem for everyone, Financial Post
60% of Canadians picking up side hustles to supplement income: survey, CityNews
ICYMI…
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I am busily working away on multiple projects with Media Girlfriends, a podcast production company in which I am (and I’m getting used to saying this) a co-founder. My big goal with this newsletter is to build out the resources for a small team to create an ATEOD podcast! If you are a regular reader, become a pay-what-you-wish supporter of At The End Of the Day. With big thanks to all patrons who are making this work possible!
New subscriber here … A great read. And huge thanks for the footnotes - I have so many questions, and footnotes really help me find out more.
I completely relate. I found work was easier to cope with than the kids sometimes. But making that switch has felt goooood (like taking the entire day off to get my hair done)! You can do it too Hannah. Set those boundaries.