Burnout In The Nonprofit Sector

A match completely burned out with smoke coming off it surrounded by other matches.

Working in a space that deals with societal issues and heavy topics, nonprofits often face higher rates of burnout. Knowing the signs, symptoms, and prevention strategies are key to combating rising burnout in the nonprofit sector. Identifying burnout is the first step to addressing it.

What is Burnout?

The Symptoms

Any one of these conditions can cause burnout and these are the symptoms to watch out for:

Exhaustion
Alienation
Reduced Performance
Cynicism

If no solution is found burnout can lead to even more chronic symptoms according to Nonprofit Megaphone:

Excessive stress
Fatigue
Insomnia
Sadness, anger, irritability
Substance abuse
Heart disease
High blood pressure
Type 2 diabetes
Vulnerability to illness

Common causes of burnout:

Demands vs Resources

A recipe for burnout is when demands do not match the resources available. A nonprofit is constantly doing more with less, due to budget, time, and capacity. The problem is, that the workload isn't becoming easier. Nonprofits and the work they do are in high demand. We are facing multiple crises in our communities day in and day out, yet we ask most of our nonprofits to do more with less. Whether the budget was slashed, or the funding has run out, higher demands with fewer resources is a recipe for disaster.

Workload

Adding more to your plate isn't good for you. Soon the plate is piled so high, that it's falling over, or crushing you. A higher workload is not ideal, yet we often ask nonprofits to run with a skeleton crew, and volunteers. Yikes.

Unfair/Unclear Expectations

Not knowing what to do, how to do it, or being assigned something that's way over your head is a recipe for burnout. As a nonprofit, throwing a last-minute campaign or an event could lead to unfair asks of core staff, and unclear expectations of the desired outcomes.

Compounding Conflict

Say you have an issue with something and you bring it up to the board of your nonprofit, and you are hoping for change. The change never comes. A secondary issue arises from the first issue which you had already reported. You raise your concerns. Nothing happens. Issues begin to compound. This is just one example of compounding conflict. Conflict can also be with individuals at your place or work, or the organization itself.

Control

Another ingredient for burnout is if you feel you have no control in your life or work.

Mismatch in Values

A mismatch in values can result in burnout because of a lack of alignment. Say the CEO of your company is motivated by money and you are motivated by helping as many clients according to the nonprofit's mission. If the CEO enacts a policy that goes against your values, and ideals in social good and focuses solely on financial gain, this can result in burnout as you might not believe in your work anymore.

Reward

Whether you are intrinsically, or extrinsically motivated, the reward has to be worth it. If the reward for work does not feel adequate or fair and is deemed not worth the effort, it might result in burnout.

Compassion Fatigue

People who work in fields that require a lot of compassion and empathy, often direct healthcare professionals, suffer from compassion fatigue. Compassion fatigue is secondary trauma, where a patient or individual's trauma is experienced by the care provider. Compassion fatigue differs from burnout, but if you work in a healing or helping field, it's important to pay attention as it could also affect you. Dealing with trauma on a day-to-day basis can affect your mental health, and life outside of work, and be debilitating or overwhelming. It's important to seek professional help if you are experiencing any of these symptoms described by CAMH:

Some Warning Signs of Compassion Fatigue:

Feeling overwhelmed, hopeless, helpless or powerless when hearing of others’ suffering
Feelings of anger, irritability, sadness and anxiety
Feeling detached from our surroundings or from our physical or emotional experience
Feeling emotionally, psychologically or physically exhausted, burnt out or numb
Physical symptoms such as nausea, dizziness, headaches
Reduced empathy
Feeling hypersensitive or insensitive to stories we hear
Limited tolerance for stress
Self-isolation and withdrawal
Relationship conflict
Feeling less efficient or productive at work
Reduced pleasure in activities we used to enjoy
Difficulty sleeping and nightmares
Difficulty concentrating, focusing or making decisions
Self-medicating and increase in substance use.

Is there a cost to protecting, caring for and saving others? Beware of Compassion Fatigue

Possible Solutions

Did you relate to any of these issues?
If you feel exhausted, cynical, low on morale and productivity, you might already be suffering from burnout. So what can we do about it? Here are some tips to help combat burn out that focuses both on the workplace and the individual.

Workplace Solutions

Developing human-centered practices
Encouraging policies that promote work-life balance
Policies that prioritize developmental learning opportunities
Policies that encourage sabbaticals, or leaves
Strict rest policies
Flexible work hours
Frequent workload discussions and meetings with managers
Clarity, and consistent communication of the highest priorities
Clear job performance expectations
Examining workplace culture
Increase resources by working with funders to set realistic expectations and funding for staffing and operational costs

Individual Solutions

Rest. Relax. Reset.

Set realistic expectations within your limits and do a self-reflection on the situation.
Are you setting boundaries?
Do you need to let go of perfectionism?
Can you talk to your supervisor about getting your workload reduced?

Seek support, nurture a support network, and discuss concerns with trusted individuals who can help.

Next Steps

Burnout is not inevitable, even if it feels like the nonprofit sector is destined for it with the lack of resources and support for the ever-increasing demands. Together we can advocate for solutions and recognize the need for check-ins and boundaries to work towards preventing burnout as much as possible in the first place.