Tag: burnout

Burnout continues to fuel the retention crisis

According to its latest study, McKinsey & Company has reported that more than 15 million US workers have quit their jobs since April 2021 with 40% of employees saying that they’re likely to quit in the next three to six months. This, because of burnout, the study revealed.

According to McKinsey, the pandemic has led to employee retention struggles that require serious reconsideration of how employers address mental well-being and they’re calling it the “Great Attrition”.

The largest-of-its-kind study released recently by leadership consulting firm DDI surveyed more than 15,000 employees and 2,000 HR professionals across 24 industries. The study found that nearly 60% of leaders reported feeling used up at the end of the workday.

Burnout has long been a concern for employers, and “leaders who are feeling burnout are now nearly four times more likely to leave their positions within the next year,” according to DDI. The length of the pandemic and the sustained effort required to keep companies afloat through uncertain times (and virtually) have increased exhaustion and stress. Meanwhile, the lines of work/life balance have blurred, families are facing increased financial anxiety, and the pandemic has put a strain on marriages and parents.

Staff need more support, but what does the ideal support system look like? 

In today’s mental wellbeing landscape, support typically starts with professional care but this model of care is problematic because according to Benefit News, in the US, those needing mental health support have to wait an average of 19 days to been seen and only “if one of the 12% of therapists accepting new patients are in the person’s network”. Stigma and fear of repercussions also play a role; 40% of first responders, for example, say they don’t seek help from workplace services because they are afraid of getting fired.

Employers can be the leaders in making proactive mental health care accessible to Americans by doing the following:

  1. Implement meditation spaces and courses in the workplace is one solution. Sixty percentof employees experiencing anxiety in the workplace show marked improvement upon practicing meditation. Many workplaces are already introducing corporate mindfulness classes to their benefits, with stunning results.
  2. Champion overall health. Because stress has also been associated with poor eating behaviors and diet quality (both causing it and being caused by it), nutrition and exercise are key. It’s not reasonable to expect an employee working a nine-hour workday to have time to go to the gym after work, make a healthy dinner from scratch, and also spend time with his or her family without feeling burned out. If workplaces offered healthy meal options at work, and even nutrition courses, it could make a world of difference; it’s also important to create a culture that encourages physical activity during

The arrival of the pandemic brought with it isolation and real human connection is at the lowest point in history. Many family members live in different states or countries, and according to NPR, more than 60% of Americans say they are lonely.

McKinsey’s study revealed that this increase in loneliness has impacted people’s personal and professional lives and made workers more susceptible to burnout. This is especially true for non-White employees, who are “more likely than their White counterparts to say they had left because they didn’t feel they belonged at their companies.”

The bottom line

Workplaces can address the fundamental need for connection by acknowledging the connection between loneliness and burnout; rethinking workplace environments to allow for more socialization and communal working; creating peer-to-peer mentorship programs; introducing ways for employees to volunteer together for a company-backed social cause; or using a platform like Listeners On Call that enables employees to talk to trained listeners with a shared life experience anonymously and confidentially. Also, the platform has the ability to meet employees where they are today on their own personal journey of wellness.

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Nearly half of UK employees have suffered from excessive stress over the last year, leading to 10% leaving their jobs

According to Google search data, the last three months have seen a 221% spike in searches for “signs of burnout”. Experts are warning that we’re seeing a “burnout build-up” for employees, which is likely to grow as we move into the winter months.

This is the culmination of a year of heightened risk of burnout among employees, with the latest data showing a 31% overall increase in searches for “signs of burnout” over the last 12 months – when compared to the previous year.

Today, National Stress Awareness Day, experts are urging HR and leadership teams to pay attention to the issue, particularly as winter approaches; it’s a time of year when mental health concerns often surge.

Excessive stress is a major predictor of burnout and other mental health impacts. A mental health and employee stress study, speaking to employees from over 500 companies in the UK, found that almost half of employees in the UK (47%) experienced excessive stress at work in the past year. This is a big challenge for employers who are trying to retain their talent, since one in eight have considered leaving their current role because of excessive work-related stress. Statistics show that one in 10 workers have in fact resigned in the last 12 months for this reason.

The research revealed some of the biggest impacts of stress. These are an inability to sleep (reported by 41%), physical health impacts (30%) and withdrawal from social interactions and relationships (26%).

What can HR teams do to tackle excessive stress?

When employees were asked about the support received from their workplace, one in every eight employees felt they didn’t receive the required support. A quarter of employees reported that the greatest cause of excessive stress in their job role was an unmanageable workload. This was followed by financial concerns, with 24% saying the excessive stress was a result of inadequate pay, which left them struggling to pay their bills. Dissatisfaction with employers and managers was also a significant contributing factor, with 18% of employees saying that management was poor or lacking, and 17% reporting a lack of support from their company.

Claire Brown, qualified life and career coach, says: “Employees should be encouraged to prioritise their health and wellbeing above productivity by taking regular breaks from the screen and getting fresh air where possible. Providing alternative and innovative ways for connection and communication between team members is also valuable.

“By adopting a flexible attitude and approach to how and when work is completed, this alleviates some of the pressure and mental strain. As always, communication is key. It’s important for employers to be fair and realistic about what is possible and to seek opportunities to provide practical support to help team members manage their workload.”

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70% of employees unhappy with leadership  

The Adecco Group reported results of its global study called Resetting Normal: Defining the New Era of Work. The report was said to examine the change in attitudes to work over the last year, as well as highlighting issues that companies need to address to stay agile in the current landscape. 

The study highlighted poor mental health as an emergent issue with more than half of young leaders (54%) suffering burnout. A third of workers also stated that their mental and physical health had declined in the last 12 months. The study stated that companies must re-evaluate how they support their staff and should provide wellbeing resources to their employees within the new hybrid working model.  According to the report, 67% of non-managers say that their leaders don’t meet their expectations for checking on their mental wellbeing.  

Leadership falling short  

Satisfaction with leadership is low, with only a third of non-managers feeling they are being recognised for the work in the business, and only half of all workers said that their managers encouraged a good work culture.   

Findings from the report stated that motivation and engagement is low with less than half of employees being satisfied with their career prospects in the company they work for with nearly 2 out of 5 considering new careers and moving to jobs with more flexibility.   

The Adecco Group’s Chief Executive Officer, Alain Dehaze, said: “For those who are not bound to being physically present to perform their work, it is obvious that we will never return to the office in the same way and that the future of work is flexible.  

Our research clearly shows that “one size will not fit all” when it comes to addressing employees’ needs and we’re increasingly seeing a leadership struggling to balance remote working and care for their teams. Now is the time to start bridging this gap by developing and equipping leaders and workers alike with the skills and capabilities they need to reignite motivation and build a cohesive company culture that maintains and develops a successful, resilient and healthy workforce.” 

In summary of the report:  

  • 82% of the workforce feels as productive or more so than before the pandemic 
  • Globally, 53% of workers want a hybrid working model where more than half of their time spent working is remote 
  • Long hours increased by 14% in the last year, with more than half of young leaders reporting that they suffered burnout  
  • 73% of workers and leaders are calling to be measured by outcomes rather than hours, while only 36% of managers are assessing performance based on results  
  • Satisfaction with leadership is low with an increasing disconnect with employees made evident. Only a third of non-managers are believed to be getting the recognition they deserve  
  • Anxiety about returning to the office is highest in Australia (53%), followed by the UK (52%) and Canada (51%). 

Do you have news to share? If so, please email debbie@talintpartners.com

 Photo courtesy of Canva.com

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