Los profesionales de operaciones de TI se enfrentan al agotamiento. ¿Cómo puedes desarrollar la adaptabilidad para mantenerte al día?

Burnout shouldn´t be considered as a standard "illness" that people have at work or due to work. This should be treated very seriously by the companies which employee are suffering. Main and probably most difficult action for a company is to ackwnoledge that burnout isn´t a employee problem! It is a company problem! Why people are having this? What kind of actions that companies are taking to avoid it?

Adaptability is crucial for ITO professionals to thrive in a dynamic environment & prevent burnout Strategies to enhance adaptability Continuous Learning A culture of continuous learning helps combat burnout Embrace Change Be open to new technologies processes & methodologies Adaptability involves staying flexible & adjusting to evolving circumstances Problem-Solving Skills: Sharpen your problem-solving abilities Approach challenges with creativity & a willingness to explore different solutions Mindfulness: Practice mindfulness techniques to manage stress & maintain focus Mindfulness helps you stay grounded & resilient Step Out of Your Comfort Zone: Push yourself to explore unfamiliar areas This expands your skill set & builds adaptability

It is but natural that after burnout, one has to consider his stress level if he wants to continue. Most of the people leave the job due to pressure and non-management. But this is not the solution.

Preventing burnout can be achieved through investing in learning and development initiatives, such as leadership training and resilience building, to create a culture of continuous learning and growth.

Identifying the signs of burnout is the easiest part. What comes after, which isn't listed in this article, is to identify the source of burnout, which might be really hard to do, as it sometimes is really subtle and complex. The solution to the burnout will vary depending on the source of the burnout. The source might be external to the team/organization, but it might also be internal. And the solution, in my opinion, will be very vastly different.

Setting boundaries might help, but not in all cases. Even in healthy organization culture, sometimes, due to some circumstances, there are moments where we cannot abide by the boundaries we set and agreed. But in principal, I agree to what the article is saying, that "communicating" is the way out. Even though the solution is a bad solution, but at least the team reach a consensus about how to tackle the situation and able to devise a plan to make the situation better.

If you are able, strategically timebox some time for you. In that period, turn off your notifications and prioritize tasks that service your mental, physical, and spiritual health. Flashlights only work when their batteries are charged.

This is a tricky situation: the workflow at work keeps on pouring in and personal life outside work could be affected badly. It still comes down to you, nobody else than you. You have to set your boundaries, limits, delegate, follow strict routines and stick to them. But you are not alone- ask for help, set clear boundaries with Team and external requests. A good mantra is to say to your self: “what would be the worst happening if I or my Team didn’t prioritize this request right now”… the answer is often, “some disappointing reaction but nothing more”. Communicate clearly when you plan to perform the postponed activity and stick to the plan. Be kind to your self.

Adaptability is key for IT Operations professionals to manage dynamic work and prevent burnout. Embrace change, enhance problem-solving skills, and maintain an open mindset. Practice mindfulness and step out of your comfort zone to become comfortable with change. Engage in continuous learning through tech communities, certifications, new skills, and online courses. Share experiences at industry conferences and trainings. Keep your work area organized. Adaptability isn't just flexibility, it's about developing skills, processes, and frameworks to efficiently handle different situations, thus preventing burnout.

As I stated at the beggining of this article, burnout is a condition that is triggered by a job/work. So are you as a manager, responsible for people performance (to have a good performance your health needs to be good, very basic statement), taking proper care of your team? Are they working in a colaborative and competitive (it is expected, but needs to be a fair competition) instead of a toxic enviroment which people are not keen on taking risks because they can suffer the consequencies? If an employee is having a burnout you failed as a manager and also company failed as a place which people will work towards a better solution.