Definition
The WHO refers to burnout as “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed,” in the organization’s International Classification of Diseases diagnostic manual.
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Strategy
It is understood that many individuals involved with the CLSP Implementation Project (the project) are experiencing additional work and perhaps stress, related to the project. While the project does not act as an employer, the risk of burnout could impact the project negatively. The Project Management Office’s approach will be to take positive action to reduce the risk of burnout within the scope of project activities.
PMO Positive Actions
Taking a non-judgemental, supportive tone with questions
Offer support as part of regular communications
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Scheduling drop-in sessions and study groups for those that may want extra help
Creating a channel for anonymous questions to encourage those that may be concerned about asking “dumb” questions
Assigning consultants/offering extra support to libraries with known issues (system complications, small staff, etc.)
Proactively reaching out to individuals/teams who seem to be struggling/missing due dates
Incorporating flexibility into timelines when project milestones will not be negatively impacted
Acknowledging stress and heavier workloads and recognizing hard work and extra effort.
Limitations
As a project, there is no specific HR function within the project team. It is important to acknowledge stress and heavier workloads due to the project and offer support within the project scope. However, offering recommendations or providing advice to individuals in relation to burnout is not appropriate. For any case where burnout is suspected, individuals will be encouraged to speak with their managers or HR department to access any available support services and HR expertise.
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