BURN-OUT REFERS TO A COMMON PHENOMENON OBSERVED IN INDIVIDUALS WORKING IN THERAPEUTIC COMMUNITIES, CRASH PADS, NEIGHBORHOOD OUTREACH PROGRAMS, AND CRISIS INTERVENTION CENTERS. APPROXIMATELY 1 YEAR AFTER A PERSON HAS BEGUN TO WORK FOR THE AGENCY, HE MAY DISPLAY ONE OR MORE OF THEE FOLLOWING SYMPTOMS: EXHAUSTION, FATIGUE, INABILITY TO SHAKE A COLD, FREQUENT HEADACHES, GASTROINTESTINAL DISTURBANCES, LOSS OF APPETITE AND SLEEP, IRRITABILITY, OUTBURST OF TEMPER, ANXIETY, DEPRESSION, PARANOIA, FREQUENT LATENESS, ABSENTEEISM, OVER-IDENTIFICATION WITH CLIENTS, LACK OF SOCIAL RELATIONSHIPS, AND LACK OF PHYSICAL EXERCISE. THE TYPES OF PERSONS MOST SUSCEPTIBLE TO THE BURN-OUT SYNDROME ARE DEDICATED AND COMMITTED WORKERS AND PERSONALITIES PRONE TO GUILT FEELINGS (E.G., MEMBERS OF THE MIDDLE CLASS EXPERIENCING GUILT BECAUSE OF THEIR PRIVILEGED POSITION). BURNT-OUT STAFF MEMBERS SHOULD NOT BE RIDICULED OR HARASSED. THEY NEED ENCOURAGEMENT, MORE PHYSICAL EXERCISE, MORE FREE TIME, OBJECTIVITY, A SENSE OF DISTANCE FROM THE JOB, AND A REDUCTION OF THE EMOTIONAL OVER-INVOLVEMENT WITH CLIENTS. SUGGESTIONS FOR PREVENTING FUTURE BURN-OUTS INCLUDE MOVING STAFF MEMBERS AROUND IN THEIR TASKS, ROTATING HOURS, ASSURING THAT THE STAFF MEMBERS KEEP UP THEIR OUTSIDE ACTIVITIES AND SOCIAL CONTACTS, AVOIDING THE MONOTOMY OF IDENTICAL ROUTINE TASKS AND RECOGNIZING THAT SOCIAL WORKERS HAVE A NEED FOR RECOGNITION, STATUS, AND SELF-WORTH JUST AS DO THE CLIENTS. THE ARTICLE CONTAINS NO REFERENCES. (SAJ)