Burn-Out:

Stress, anxiety disorders, burn-out, post-traumatic stress and suicides are the new risks that preoccupy the working world.

These risks, which associate psychological disorders and the world of work, are called “psychosocial risks”.

According to the International Labour Office, the cost of psychosocial risks (PSR) in industrialized countries amounts to between 3 and 4% of GDP. In France, psychosocial risks have been the leading source of consultations for occupational pathologies since 2007.

At the origin of this suffering at work, Dejours (2000) puts the isolation of the individual and in particular the non-recognition by the organization of people and their history, their desires, as well as the energy and inventiveness that they put into their work. The lack of recognition is at the center of suffering at work because recognition is “the specific form of psychological retribution with respect to identity in the world of work”, identity which is “the framework of mental health”. Suffering at work is a pathology of isolation, it is insofar as the subject finds himself isolated in front of the reality of work, without support from his colleagues or superiors that he runs the risk of exhausting his resources and entering into a cycle of suffering which will not find a favorable outlet because of the isolation of the person.

According to another approach brought by Y. Clot (1999, 2008), suffering at work is directly linked to the non-quality of work, he speaks of “prevented quality” and also evokes a “crumbling work collective”. If he addresses the question of recognition at work, he considers that there are two aspects (and not just one as is too often presented): recognition by others (hierarchy, colleagues, etc.), of course, but also the fact that the worker is able to recognize himself in something.
You are facing a difficult situation at work and you need advice:

-Managing “burn-out” (professional exhaustion),

-Identify the type of suffering experienced at work,

-Identify the sources of stress,

-Learning to manage one’s emotions and thoughts jointly in order to put in place adapted and effective strategies in a sustainable manner,

-Know how to mobilize internal and external resources to stabilize and regain a state of fulfillment and well-being at work,

-Know how to manage conflicts at work,

-Know how to assert yourself in different situations,

-Knowing how to identify, manage and prevent a situation of moral harassment,

-Know how to prevent, deal with and manage harassment at the institutional level.