seeking help earlier, which is a positive development. “What’s happening now is that because we can have more of these conversations around these issues, people are asking for help earlier on. We’re staying ahead of things a bit more, which is great,” she says. The Impact of COVID-19 on Burnout The COVID-19 pandemic exacerbated many of the underlying issues that contribute to burnout. It forced many health care professionals to reassess their worklife balance and reconsider their career paths. “People were given the opportunity to re-evaluate how they wanted to work. And by doing that, we had some people who headed into early retirement or reduced their work hours,” she says. These changes have had a ripple effect across the health care industry. For example, the demand for part-time work has increased, leading to staffing shortages in some regions and added pressure on those who remain in full-time roles. In dentistry, as in other health care fields, this has resulted in increased stress for practitioners and their teams. The interactions between health care professionals and patients have also changed. Dr. Metcalfe highlights how the mental well-being of society as a whole has been affected by the pandemic, leading to more challenging interactions in dental offices and other health care settings. The Complexities of Burnout Burnout is not limited to the health care sector but is pervasive in many professions. “In dentistry, for instance, burnout is multifactorial and manifests through multiple channels. The first of the 3 pillars of burnout is exhaustion—physical, mental and emotional. The second is depersonalization or cynicism where you may even notice you are irritable or lose patience towards others. And lastly, we have a lack of confidence,” says Dr. Metcalfe. These three key components can significantly affect an individual and the team within a workplace. The exhaustion experienced by health care professionals is not merely physical; it also encompasses mental and emotional fatigue. This exhaustion can lead to a sense of detachment or depersonalization, where individuals become cynical and lose empathy for their patients or colleagues. Over time, this can erode confidence, making it challenging for professionals to perform their duties effectively. Dr. Metcalfe points out that navigating your way through and out of burnout is a lengthy process, often taking many years. “It means the way in which you were working before is no longer working, and something has to change,” she says. This journey requires a re-evaluation of work practices, office culture, and individual roles within the team. It is not just about addressing the symptoms but understanding the root causes of burnout and making necessary changes to prevent its recurrence. “People are now re-evaluating how their office culture looks. What are wages at? How is communication, how are team dynamics happening?” The Great Resignation and Quiet Quitting The terms “Great Resignation” and “Quiet Quitting” have gained prominence in recent years, Dr. Metcalfe explains. “These phenomena are closely related to burnout and have further complicated the dynamics within workplaces,” she says. “Quiet quitting has come out of the fact that teams, employees, even some leaders are not going above and beyond. To me, quiet quitting is just a different name for burnout,” says Dr. Metcalfe. It also reflects a desire among employees to establish boundaries and avoid burnout that comes from overextending themselves. The Great Resignation refers to the exodus of employees from their jobs, a trend that began before COVID-19 but intensified during the pandemic. Many individuals, disillusioned with their work environments, chose to leave their positions in search of better opportunities or more fulfilling careers. “The Great Resignation arose from people being fed up with what was happening, and we saw this start to creep into dentistry,” she says. Health care professionals, including dentists, have long been susceptible to burnout due to the high-stress nature of their work. Yet, it is only in recent times that these conversations have become less stigmatized, more open and prevalent. 29 Issue 2 | 2025 | Supporting Your Practice
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