# Strategies for people at risk

- **Episode:** [20](https://agents.truthliesandwork.com/episodes/20.md) (2023-01-10)
- **Type:** other
- **Tags:** burnout, strategies, risk
- **Time:** 35:56–39:01 (start 2156s)
- **Listen:** [https://truthliesandwork.com/20?t=2156](https://truthliesandwork.com/20?t=2156)

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[35:56] Leanne Elliott: It's not. What her research found and what other research I've seen recently from the UK has found is that from what we know so far, and bear in mind these are early days of post-COVID hybrid working, but what we found so far is that hybrid working, so working 2 to 3 days from the office, 2 to 3 days at home, is correlated with higher levels of well-being. But as I said, is this a post-pandemic haze, or can hybrid working really facilitate higher levels of well-being into the future? I asked Sally. I think it's, you know, it is— I think there's a lot to be said for shifting to a way of working that is perhaps reducing our working hours. You know, the 4-day work week, there's a lot of focus on that at the moment. And I think, you know, we can't just arbitrarily chop a day off the week and expect things to get better. But when we actually use that as a means of reframing and redesigning how we work, so really looking at those systems of work, Are they inefficient? Are, you know, how are we communicating? How are our meetings being driven? Are we able to do what we need to do in, in the space of time that we're allocated? And if not, what's inhibiting that? What's stopping us from getting our work done? And so I think it's, there's certainly, I think, a, a really beautiful opportunity that the, um, this, this shift is now offering us, um, to really And again, I think it's— there's this natural tendency for humans to kind of want to go back to what was, to revert to how things were. But for those, again, who have the courage and the curiosity to maybe hold space, to ask some deeper questions, I think we can really shift to a way of working that enables humans to thrive and actually also improves the bottom line for business as well. So it really is something that I think can multifaceted impact. And on that, I think also, you know, we, we talk a lot about the impact of burnout on businesses and on organisations. I think at a societal level, if we can really improve our working lives and reduce those sources of chronic workplace stress so that burnout isn't occurring, you know, I think of the friendships that will be improved, the family relationships that will be improved because someone isn't in burnout
[38:17] Al Elliott: Yeah
[38:17] Leanne Elliott: And even down to us as citizens, you know, in the— on the planet, how we can be more involved and engaged, uh, when we're not burnt out. I think there's a huge amount of impact that those kind of shifts and conversations can have. I—
[38:31] Al Elliott: that's, that's a great point. And I think also we have to remember that there is a big risk of burnout for people who, who are in the wrong role or potentially the wrong workplace, and they don't— and they can't move because financial concerns, because maybe it's the only place that they can actually work at the level in which they want to work. So these are people who are very much at risk of burnout. So if you are listening and you're one of those people, then Will has some great advice to help you manage your emotions and navigate your workplace