Burnout: Recover, Recharge, Regain Control

In 2019, burnout finally received the recognition it deserved when the World Health Organization classified it as an occupational phenomenon. Far from being just another buzzword, burnout represents a critical workplace challenge that’s becoming increasingly prevalent. According to Microsoft’s 2024 Work Trend Index, an alarming 68% of people struggle with their work’s pace and volume, while 46% report feeling burned out.

The Growing Crisis

Perhaps most concerning is how burnout is affecting younger workers. Recent data from the Stress in America survey reveals a troubling picture: 67% of adults aged 18-34 report that stress impairs their focus, while 58% describe their daily stress as “completely overwhelming.” Even more alarming, nearly half say their stress levels are so severe that they’re unable to function on most days.

Understanding Burnout’s Triple Threat

Psychologist Christina Maslach’s research identifies three core symptoms that characterize burnout:

1. Exhaustion (The Central Pillar)

  • Origin: The relentless demands of “always-on” organizational culture
  • Impact: Physical, cognitive, and emotional fatigue that makes it impossible to see the bigger picture
  • Reality: When you’re too depleted to even begin tackling your workload

2. Cynicism

  • Root Cause: Persistent work overload and workplace conflicts
  • Result: Emotional distancing from work and erosion of engagement
  • Warning Sign: When you start viewing your work and workplace relationships through an increasingly negative lens

3. Inefficiency

  • Triggers: Lack of resources, support, clarity, or recognition
  • Outcome: Declining skills and growing feelings of incompetence
  • Red Flag: When you can’t remember the last time you felt truly effective at work

Connecting the Dots: From Symptoms to Solutions

Understanding burnout’s triple threat of exhaustion, cynicism, and inefficiency provides us with clear warning signs. But how do these symptoms relate to our daily functioning, and more importantly, how can we use this understanding to recover?

This is where Dr. Dan Siegel’s “window of tolerance” framework becomes invaluable. Think of it as a practical tool that helps us understand how burnout’s three symptoms push us out of our optimal functioning zone:

  • Exhaustion typically pushes us below our window of tolerance, leading to emotional numbness and disengagement
  • Cynicism often indicates we’re operating above our window, manifesting as heightened criticism and irritability
  • Inefficiency can result from being either above (scattered, overwhelmed) or below (unmotivated, foggy) our optimal zone

Understanding Your Window of Tolerance

When we’re experiencing burnout, we often oscillate between these states throughout our day or week. Recognizing where we are at any given moment is crucial for choosing the right recovery strategies:

Inside Your Window (The Sweet Spot):

  • You can think clearly and make decisions
  • Emotions feel manageable
  • Your body feels energized but not overwhelmed
  • You can engage meaningfully with others
  • Problem-solving feels accessible

Above Your Window (Hyper-aroused):

  • Racing thoughts
  • Anxiety spikes
  • Physical tension
  • Difficulty focusing
  • Feeling overwhelmed by simple tasks

Below Your Window (Hypo-aroused):

  • Feeling numb or disconnected
  • Lack of motivation
  • Difficulty getting started
  • Physical exhaustion
  • Emotional withdrawal

Recovery Strategies: Finding Your Way Back

Understanding where you are in relation to your window of tolerance enables you to choose targeted recovery strategies. Here’s how to approach recovery based on your current state:

1. Replenish Your Energy Reserves

When you’re below your window:

  • Prioritize sleep hygiene with consistent bedtime routines
  • Focus on nutrient-rich meals that provide sustained energy
  • Incorporate gentle movement activities
  • Create dedicated spaces for rest and recovery

When you’re above your window:

  • Practice grounding exercises and deep breathing
  • Engage in rhythmic, repetitive activities like walking
  • Schedule regular breaks to prevent overwhelm
  • Use calming sensory inputs (soft music, dim lights)

2. Reclaim Your Control

When feeling scattered and overwhelmed:

  • Break tasks into smaller, manageable pieces
  • Create clear decision-making frameworks
  • Establish boundaries around work hours and availability
  • Use “If-Then” planning for common stressors

When feeling disconnected and ineffective:

  • Start with small, achievable tasks to rebuild confidence
  • Create a structured daily routine
  • Set clear, measurable goals
  • Celebrate small wins and progress

3. Build Resilience Through Connection

For sustainable recovery:

  • Establish a support network that understands your challenges
  • Regular check-ins with mentors or coaches
  • Join communities that share your professional experiences
  • Create boundaries around energy-draining relationships
  • Schedule regular connection points with colleagues who energize you

A Call to Action

Burnout isn’t a personal failure – it’s a signal that something needs to change. Whether you’re experiencing one symptom or all three, remember that recovery is possible. The key lies in recognizing the signs early, taking decisive action, and creating sustainable changes in how you work and live.

Your Next Steps

  1. Identify where you are in relation to your window of tolerance right now
  2. Choose one recovery strategy that matches your current state
  3. Share your boundary-setting plan with a trusted ally
  4. Schedule regular check-ins to monitor your progress

Remember: Burnout is a signal, not a sentence. Your path to recovery begins with the first step toward change.


This article draws insights from research published in the Harvard Business Review, Microsoft’s Work Trend Index, and the work of leading experts in the field of organizational psychology and workplace wellness.

Accessing your HPCSA online profile

Since October 2021, the HPCSA has slightly amended the process of submission of evidence of CPD submissions in effort to improve efficiency of the process.

Current HPCSA regulations and processes around CPD requirements

The HPCSA reviews and amends their CPD requirements and processes on a regular basis.  A few changes have been made since the beginning of 2022.   I realise that the changes are worrying as practitioners are worried about non-compliance, so I thought to take a few minutes just to go through the major changes from 2022 to date.

Submission of points and issuing of certificates:

Firstly, since February 2022, CPD providers are required to submit CPD points on practitioners’ behalf. All evidence obtained from approved local CPD providers from 1 March 2022 to date, will be submitted automatically by the service provider to Council.

Providers are requested to submit points on a regular basis and we, at NextCPD, submit points at the end of each month. This implies that your points will be uploaded at the end of the month in which you complete a specific package or course.  Providers submit points using an HPCSA template for point submission.  Once submitted, the HPCSA uploads these points on their side.  Once uploaded the HPCSA will inform both the provider and practitioner of the successful upload.

This was introduced to reduce the administration burden on practitioners. Practitioners are no longer required to submit/upload certificates to the HPCSA, as it was the practice, except if such was obtained from an unaccredited provider or it is level 2 activities (which does not require prior accreditation). As such, mandatory issuance of CPD certificates is obsolete and the HPCSA requested providers to no longer issue certificates as it creates confusion / attempt to load points more than once.

Practitioners can still upload evidence of CPD compliance obtained prior to 1 March 2023 onto the HPCSA’s portal for validation. Anything not approved, but recognised in terms of CPD guidelines, can still be uploaded for validation.

Compliance, audits and timelines:

The practice of random sampling of practitioners from the HPCSA database, to verify compliance to CPD requirements, was discontinued. All practitioners are expected to be compliant at all times.

There is no timeline for compliance, as it is a continuous programme and practitioners shall be compliant at all times. All evidence of CPD compliance is valid for 24 months and compliance is determined on a 24 month basis.  If you are non-compliant, the HPCSA expects the practitioner to immediately rectify the situation.

So what does the 24 month basis imply in practice? 

You need 30 points per year which should include at least 5 ethics points. Points have a 2 year “shelf-life” which implies that, should you do more than the required 30 points (including at least 5 ethics points) in any given year, you can use the points over and above the required 30 towards the 30 required for the next year.  In other words, if you did 40 points in 2021, then 10 of those points can be carried over to 2022.  Further to this, remember that you are required to do 30 points (including at least 5 ethics points) every year.  You should in other words have 60 points including at least 10 ethics points for a two year (24 month) period.  I mention this as many practitioners are currently receiving messages from the HPCSA indicating that they are not compliant and the reason is that the HPCSA now requires you to be compliant for 2 years at any given moment in time.  You therefore need 60 active / valid points (including 10 ethics points) at all times (hence the 60 points, including 10 ethic points, indicated as required on your online HPCSA profiles).  

I hope this somewhat clarifies the major changes since the beginning 2022.  You are welcome to contact me if you need further clarification and, where I am unable to assist, we will try our utmost to get your query clarified by the HPCSA.