Is employee burnout really an issue for employers in 2023?
As a professional recruiter in the information technology sector, we’ve been getting that question a lot lately.
We went to experts at HR Dive to find out. Here’s what they had to say in a recent article:
Fears of economic downturn and day-to-day stressors have caused more than two-thirds of employees (69%) to experience burnout this year, according to isolved’s annual year-end survey, “Pause, Pivot or Plan: HR Trends of 2023.” The rate is unprecedented, isolved said, and it’s affecting job performance: 45% of respondents say they’re not as enthusiastic as they should be, and 26% aren’t performing beyond their required responsibilities.
Every HR professional knows that great employees are any company’s most valuable resource. And they will always go the extra mile to maintain a symbiotic, positive employee/employer relationship.
So we can’t let preventable conditions damage that relationship.
This post will provide concrete techniques and suggestions for HR professionals to use to identify, remedy, and manage employee burnout.
Have you lost an employee to burnout recently?
If so, Patel Consultants can help you with your workforce restaffing needs, from direct hire to contract workers, temp-to-hire, and everything in between. Call us today at 908-964-7575.
Let’s start by defining the issue.
Employee burnout is a major concern that employers must be aware of, as it can lead to a decrease in productivity, an increase in absenteeism, and employee turnover.
But what exactly is workplace or employee burnout?
Burnout can have a number of manifestations. But at its core, it’s defined by a person’s state of physical, emotional, and mental exhaustion, usually caused by workplace stress.
It can happen to anyone, regardless of job title, age, or experience level, and can quickly lead to cynicism, detachment from job responsibilities, and feelings of low self-esteem.
Burnout is not the same as job-related stress, which is usually temporary, and it can quickly lead to a significant lack of engagement and ultimately “quiet quitting.”
What does it look like in the workplace?
Identifying Employee Burnout
The signs of burnout can vary depending on the individual and their job. But employers should be vigilant for these indicators:
- Unexplained Significant Decrease In Productivity
- Frequent Absenteeism
- Emotional And Physical Exhaustion
- Cynicism And Detachment
- Physical And Emotional Symptoms—Especially Fatigue and Anxiety
So how can employers and HR teams take preventative action?
Preventing burnout is one of the keys to maintaining a happy and productive workforce. Here are a few simple strategies employers can use, separately or in unison, to prevent burnout:
- Set realistic goals—Ensure that employees have achievable goals and a reasonable workload
- Encourage and support work-life balance with policies and culture—Offer flexible schedules and work locations whenever possible, encourage employees to take breaks, take advantage of PTO, and prioritize their personal lives.
- Provide employees with the resources they need to do their job—This can include training, sponsoring online certifications, mentoring, and access to technology.
- Encourage a positive work environment by recognizing and rewarding good work (consider gamification), providing opportunities for growth and development, and promoting teamwork and collaboration.
- Foster bidirectional communications by encouraging employees to share their concerns, suggestions, and ideas with leadership—in open, inclusive forums, as well as anonymous portals—to prevent feelings of isolation and frustration
What about employees who are already demonstrating the telltale signs?
The prescription for fixing workplace burnout
If an employee is already experiencing obvious signs of burnout, there are several measures employers can take to help them recover. These positive actions include:
- Acknowledge to the employee that what they’re going through is a serious issue and that you want to ease and remedy the impact on both the employee and the organization
- Offer the employee the support they need to recover from burnout—This can include PTO, access to counseling, and flexible work arrangements.
- Examine and remedy the root cause—Was it workload-related, work-lifestyle related, or is there something deeper, like a personal issue.
- Re-evaluate goals and workload—This can help to ensure that they have realistic job expectations and a manageable workload.
- Monitor progress continuously and provide ongoing support as needed—This can help to prevent a relapse and ensure that the employee continues to recover.
What’s the bottom line?
Employee burnout will continue to be a significant challenge in 2023 and for years to come.
But employers can proactively prevent, identify, and manage this phenomenon through continuous vigilance and interaction with their workforce.
Do you have workforce staffing requirements?
The recruitment team at Patel is highly tenured, trained, and experienced in competitive sourcing (passive candidates), reference recruiting, and networking. We meticulously place the right candidate whenever we engage with a client to fill a direct-hire, temporary, temp-to-hire, or contract position.
Maybe you have some questions about how we can help you with your staffing needs?
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Call us today at 908-964-7575, or get in touch online. Our expert recruiters are waiting for your call.