How to Identify and Avoid Employee Burnout

Eighteen months into a pandemic that changed the way work gets done, employers must consider several issues while positioning their company for future success. This new workforce construct, with its continual change and innovation, can move an enterprise leaps forward but it also raises serious concerns regarding a company’s most valuable resource: its people. We’re talking about burnout and it may be here for the foreseeable future. There are tools, though, that can help companies manage this challenge.

In August 2020, Microsoft commissioned a Harris Poll survey, Work Trend Index, to gauge employee well-being in this ever-evolving landscape. The survey showed information and firstline workers expressed an increase in work burnout, citing increased work hours, few or inadequate boundaries between work and personal life, and feeling disconnected from work. Though the data shows this reaction differed among industry, position, and country, employees are experiencing burnout globally^[1]Harris Poll survey commissioned by Microsoft August 2020 among 6,165 adults ages 18+ who are information and firstline workers across Australia, Brazil, Germany, Japan, India, Singapore, … Continue reading. 

Another survey conducted for MeQuilibrium of 5000 members^[2]meQuilibrium survey of a sample of members participating in a COVID-19-related wellbeing “self-check” between July 23 and August 13, 2021. indicated the overall threats to well-being continue to trend upward, with a double-digit increase in burnout in this third iteration of bi-annual self-checks. Members reported the perception that employer support, while high at the beginning of the pandemic, had declined. 

The Summer 2021 Talkspace survey revealed 50% of employees say work itself has become too stressful^[3]Talkspace commissioned-survey with The Harris Poll in August 2021 (field dates July 29th-August 2nd) among 1,015 full-time employees in the United States.. Because it can fuel employee turnover, burnout is a considerable challenge to a company’s continued success but there are tools to help mitigate this threat.

Data Driven Insight

First, employers need to identify and evaluate both qualitative and quantitative data on employee well-being. Look for trends in employee activity. Using workforce analytics software, like Microsoft Viva included in Microsoft 365, employers can see changes in activity related to digital tasks, collaborative tasks and focus time. If you notice a shift in these trends, you may be dealing with a change in employee engagement.

Second, take a look particularly at employee engagement. This can present as decreased participation in meetings or lack of interest in training and development opportunities. Check in with this employee to determine how you might need to help them re-engage to be most productive. 

A third item to evaluate is employee productivity. Using workforce analytics, do you notice less time spent focused on critical projects or an increase in missed deadlines? You may need to visit with the employee to determine if it is a result of burnout. 

Employee turnover is another datapoint to consider. An increase in voluntary attrition or decrease in interest in transfers and promotions could hint at a deeper retention issue.

Employee Outreach

Data plays an important role when making informed decisions about burnout. But employee sentiments should factor into the information gathering as well. Checking in with an employee as a result of noticing shifts in activity can open the door to conversations about root causes and lead to solutions that garner broader appeal and support across your organization.

Technology is not and should not be the only tool a company uses to address employee burnout. In fact, technological innovations created this “always-on” work structure of 24/7 communication that leaves employees feeling chronic work stress. Several programs to evaluate one’s well-being, learn constructive methods for managing stress and avoid burnout are found in providers like Headspace, Noom, and Calm for Business. In addition, managers can set realistic expectations, welcome employee conversations about workload management and life balance, and help employees plan project calendars appropriately. Some employers offer additional benefits to employees like access to teletherapy, subscriptions to mental health and meditation apps and even virtual support groups within the organization.

Employees can take the initiative to improve one’s own mental well-being. Efficiently planning the work day or project can significantly reduce stress. In addition, activities such as meditation, yoga, and mindfulness training are shown to reduce work stress and improve one’s mental well-being.

The most successful companies moving forward will be those that employ a combination of all of these tools to deal with and avoid employee burnout. Ramsey Consulting Services can get you headed in the right direction. Contact us today to see how we can help you manage your workforce for success.