Dr. Zsofia Margittai


Burnout prevention, stress management and
resilience
In my psychotherapy practice, I have observed a sharp increase in burnout cases. Many of my patients report that they did not commuicate their problems to their employer for a long time – out of fear of being labeled weak or disadvantaged professionally. They tried to persevere until they could no longer cope and were out of work for months afterwards. A study by the Techniker Krankenkasse shows that mental illness is now responsible for one in six days of absence in Germany . Companies often underestimate the enormous costs this entails – not only through long absences, but also through declining productivity and lost know-how. According to a study by the Fraunhofer Institute for Industrial Engineering and Organization, mental stress can reduce an employee's productivity by up to 30%. Therefore, instead of waiting until stress turns into illness, it would be signiticantly more effective to take preventative action: Targeted stress management and resilience-promoting measures not only protect the health of employees but also the future viability of the company.
My offer in the area of burnout prevention, stress management, resilience
1. Analysis and strategy development (with a focus on resilience, health promotion and stress management):
I conduct a comprehensive analysis of the current work environment and employees' health needs. Based on this analysis, I develop tailored strategies to strengthen employee resilience, reduce stress-related strain, and prevent burnout.
Focus:
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Resilience-promoting measures: Development of programs to strengthen mental resilience in the face of professional challenges.
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Burnout prevention: Identification of risk factors and implementation of preventive measures to reduce stress and overload.
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Stress management strategies: Establishment of sustainable stress management strategies that include both individual and team-oriented solutions.
2. Workshops for managers and teams (with a focus on resilience and health-focussed leadership):
Managers and teams are trained in workshops on how to strengthen their resilience. They learn how to create healthy work environments, recognize stress-related symptoms, and take early action to counteract them.
3. Corporate health management (CHM):
Integration of preventive health measures that ensure long-term employee performance and well-being. This includes both physical and mental health strategies that help protect employees from overwork and burnout.
4. Coaching for employees and managers:
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1:1 Coaching & Consulting:
Individual coaching programs focusing on resilience, stress management, and burnout prevention. Managers and employees receive tailored support to better cope with daily demands and stay healthy.
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Team coaching:
Coaching programs for teams that help them become more resilient and develop healthy work habits. These programs improve team dynamics, promote collaboration, and strengthen collective stress management.
Case study: Prevention instead of reaction, because timely measures provide long-term protection
Thomas K., 42, Project Manager at an international company, was used to working under pressure. Long working hours, constant availability, and high expectations were part of his daily routine. Initially, this worked – but over time, he realized that he was becoming increasingly exhausted. Instead of actively addressing stress management, he resorted to quick solutions: In the evenings, he regularly drank a glass of wine to "unwind," he ate a lot of fast food instead of maintaining a healthy diet, and exercise was sacrificed due to lack of time.
What started as an occasional coping strategy became a habit. His concentration declined, his performance dropped – along with his self-confidence. When he eventually started suffering from sleep disorders, irritability, and physical complaints, he withdrew even further. It didn’t take long before he was completely burned out.
The result: months of work absence, intensive therapeutic treatment, and a significant burden on his team and the company.
What could have helped?
Early coaching on stress management, healthy routines, and a corporate culture that focuses on prevention rather than reaction. Companies that offer stress management and resilience-building programs not only prevent long-term absences but also ensure the sustainable performance of their employees.
What specific measures could have been applied?
1. Stress Management and Resilience Training
How it would have helped:
Thomas could have learned early on how to deal with work pressure without falling into unhealthy patterns. He could have developed effective stress management techniques (e.g., breathing exercises, mindfulness, time management) that would have helped him regulate stress early on.
2. Health-Promoting Corporate Culture
How it would have helped:
A company that openly addresses and supports mental health would have removed the stigma for Thomas to talk about his stress. Leaders could have intervened early, encouraging him to seek support before the burden became overwhelming.
3. Regular Check-ins and Supervision
How it would have helped:
Through regular conversations with supervisors or a coach, Thomas could have reflected on how he was doing and worked together to find solutions to reduce the stress early on.
4. Promotion of a Healthy Lifestyle at Work
How it would have helped:
If the company had actively supported healthy routines – for example, by offering healthy food in the cafeteria, sports programs, or scheduled breaks for relaxation – Thomas would have had better alternatives for unhealthy stress management.
5. Awareness of Warning Signs and Early Intervention
How it would have helped:
If Thomas had recognized the typical warning signs of overload (e.g., sleep issues, irritability, concentration difficulties), he could have taken action earlier and sought support before burnout set in.
These measures would not only have helped Thomas but would have also saved the company long-term costs related to absenteeism and performance loss.