# Prediction 10: Using technology to manage burnout

- **Episode:** [19](https://agents.truthliesandwork.com/episodes/19.md) (2023-01-04)
- **Type:** other
- **Tags:** burnout, technology, performance-management
- **Time:** 18:43–21:18 (start 1123s)
- **Listen:** [https://truthliesandwork.com/19?t=1123](https://truthliesandwork.com/19?t=1123)

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[18:43] Al Elliott: Where we can, I think we can probably fashion something that will predict and measure people's performance and predict burnout. I'm thinking now, this is just sort of my thoughts. This isn't necessarily going to be the best solution. But for example, we've seen a lot of reports where they monitor anonymously people's usage of emails and Microsoft apps. I think Microsoft Admin Center has a way that you can monitor how much people are using it and what times and stuff. Well, if someone is, you know, sort of sending an email at 5 in the morning and then sending the last email at 10 o'clock at night, is that not someone who is a candidate? for burnout. If we can actually do this, if we can measure this, then surely we can start to predict it, and we can start to put some kind of intervention in place. What does the psychologist think of this?
[19:26] Leanne Elliott: I agree. I agree. I think, yeah, I, I think, as always, data is, is your starting point, collecting that data. And, and, but then also understanding what that data means. For example, to use your example, Al, if somebody's working to the, you know, their workday spans 5 AM to 10 PM pretty much continuously, then that is a fast track to burnout. That said, if somebody has flexible working hours and is shifting their day, then it might be actually that that's working better for them and is helping them do their job in a way that's more sustainable for them. Maybe not exactly in that example, because you have to factor sleep into that as well, and sleep is another thing. Yeah. Important, rest is important, but it's not necessarily jumping to that conclusion, I think. And, and I know you don't want to hear this, listener. I know you want a blanket, do this, it'll be fine. Um, but the reality is people aren't that simple, um, and everyone has different circumstances, and context is so important. And that is why we, you know, we talked about this in the previous episode of Predictions. It's still going to be about collecting data, but much more focus on what does that data actually mean, how can we apply it with our business, and how can we make the right changes and measure them as well? So I think, yeah, I think this is a really good way to start collecting data, especially in hybrid or remote environments where we're not seeing people face to face as often. I think this type of data is going to be really important so long as it is— effort is put into to understand it, and interventions are tailored to the people, tailored to the company, and their impact is measured
[21:01] Al Elliott: Definitely. If you're interested in burnout, then we've got a few episodes coming up in January all about burnout. We've got some really, really good experts who are gonna talk about burnout. Um, and, uh, and so, yeah, if you're not subscribed, click subscribe, and that'll make sure that, uh, you won't miss those episodes. So I think we're on to prediction number 11. Leanne, it's your turn