Manage Compassion Fatigue at Work

We talk a lot about donor fatigue, but not so much about its workplace equivalent, compassion fatigue. The concern about donor fatigue in the charity sector is understandable. We’re bombarded 24/7 with requests via the post, TV, social media and even JustGiving emails from friends and colleagues. All of which means it’s easy to feel overwhelmed by the relentlessness of need. Compassion fatigue in the charity sector and caring professions is similar in that it comes from the same place: a feeling that nothing you can do will make a difference. So what can employers do to identify compassion fatigue, mitigate it and even avoid it?

What is compassion fatigue?

Compassion fatigue can present as emotional, physical and psychological exhaustion stemming from the overwhelming levels of suffering and need that some employees are exposed to as part of their work. It happens when someone’s so overwhelmed with what they’re faced with every day, they feel like their efforts will never be enough. And when that happens, they can find themselves mentally and emotionally unable to rise to the demands of the job.

Regularly identified in caregivers such as social workers, doctors, teachers, relief workers and counsellors, compassion fatigue is increasingly being recognised in the charity sector too.

Common signs and symptoms of compassion fatigue

Compassion fatigue (also known as compassion stress or compassion overload) can be extremely debilitating. It can lead to poor performance at work, physical symptoms, mental health problems and staff absences.

Compassion fatigue symptoms can include (but are not limited to):

• feeling helpless and powerless when faced with the needs of charity recipients
• a change in demeanour, with increased levels of irritability, anxiety, grumpiness or unhappiness
• feeling emotionally distant and numb, and possibly unable to show empathy or sensitivity
• feeling overwhelmed and exhausted both at work and home
• losing interest in life beyond work – this could be in relation to activities that someone used to love, or even in their personal relationships, and they might be inclined to withdraw or isolate themselves
• trouble concentrating and making decisions
• physical issues such as trouble sleeping and nightmares. Sufferers may also experience headaches, nausea, upset stomachs and dizziness.

These symptoms can escalate further, meaning people are more likely to neglect their physical wellbeing and start or increase their use of alcohol and other substances.

How to support employees at risk of compassion fatigue

Unlike donor fatigue, combating compassion fatigue is not about trying to find new ways to persuade or motivate. It’s about spotting the signs that an employee or colleague has had enough and needs time out from the emotional demands of their job. Better yet, there are many things you can do to protect staff from developing compassion fatigue at work in the first place:

1. Identify areas most at risk and establish support systems

Determine the teams and roles that could be most vulnerable to this kind of stress. Train managers to know the signs that someone’s struggling to cope, and give them the authority to step in and get support from the organisation.

2. Tell all new and prospective employees what to expect

So you’ve got your onboarding materials and introductions down to a fine art? Which is brilliant news. But you should also let new employees know that they are welcome to ask you for support if they need it. Discuss with them the importance of developing coping methods and the need to prioritise out-of-work activities that’ll help them to switch off and maintain a healthy perspective.

3. Ask your team if they have personal reasons for finding some things difficult to handle

If you work at a health charity, ask if there are personal reasons why a member of your team might find a specific illness upsetting. Maybe someone in their family has died of cancer and they’d rather avoid working on projects related to this specific type of cancer (or treatment). Likewise, previous and current life experiences may be a little too close to home for employees supporting those who are homeless, at risk of domestic abuse and more. The key here is to maintain an open dialogue.

4. Encourage an open culture

Check in with staff at regular team meetings and be open about the realities of compassion fatigue. Many organisations already invest in employee training and development, so consider some sessions on mental health support too.  It can also be really helpful if you, as a manager, share your coping methods and talk openly about how you relax and what you do to clear your head after hours.

5. Move people around and/or rotate projects

This can be an effective way of stopping people from becoming too immersed in an emotionally draining project.

6. Prioritise holidays, lunch breaks and people leaving on time

Encourage everyone to take their holidays and use their lunch breaks. You need to lead by example here and be seen to take a lunch break — and try not to set a precedent for working late. You may not think you’re creating a culture of late nights, but you want to avoid your colleagues feeling obliged to work overtime as well. Of course, variable workloads will always mean there are occasions when people need to work late, but you should make it the exception and encourage employees to leave at a reasonable time. Likewise, if you have to send emails after hours, make it clear that they’re for the next day unless there’s an emergency.

7. Encourage social clubs and activities

Invest time and funds (if possible) in a social club that’s just about having fun. Don’t make everything an excuse for a fundraiser. Or perhaps you could plan a range of inclusive work socials that will provide the team the option to have fun together beyond the office.

8. Pay attention to your team’s working environment

Are people surrounded by images of your charity’s work every day? While a hard-hitting poster may be right for a fundraising campaign, it can be emotionally draining for your staff to walk past this image every day when they’re off to the loo or going to make a cup of tea. Instead, do what you can to make the office a cheerful place of work, by refreshing your imagery and using walls and noticeboards to share good news stories too. Corner off areas for time out activities (like table tennis) and think about having a quiet room too, for when people need a break.

9. Share campaign successes and small wins too

Use your intranet site, newsletters, team meetings and email updates to share campaign successes and positive outcomes across the organisation. From big results like a successful fundraiser, to small wins such as a personal thank you letter, every detail can be inspiring for the team.

Act when you spot the signs of compassion fatigue

If a member of the team reveals they’re struggling to cope, or if you spot the signs that someone is becoming disillusioned and is struggling to care about their job, then take immediate steps. It could be that they need more time out in their working day and a support network, or they may need a longer period off work and professional support.

By following these tips and remaining vigilant to the risks of compassion stress, a team can work together to support each other and find better mental wellbeing.

CharityJob is ready to help

We’ve seen the immense value that some charities and not-for-profit organisations have derived from employing dedicated staff who are focused on protecting the mental and physical wellbeing of staff. So if you’re ready to add the next great person to your team – perhaps a mental health first aider, peer support advocate or wellbeing champion – then post a job today. Our team are ready to help you find the perfect candidate.

This post was originally published in 2019. We’ve updated it to ensure relevance and to reflect the current recruitment landscape.