You know how damaging employee burnout can be. First ebbing engagement. Then plummeting productivity. Then finally, tumultuous turnover.
But you do a good job of preventing employee burnout, right? Your people are happy, engaged and inspired. Employee wellbeing tops your priority list.
Because employee burnout is a bigger issue - for you, your people and your business, right now - than you think. Keep reading for proof, then keep keeping reading for some research-backed tactics to banish burnout for good.
finds 77% of 1000 professionals have experienced burnout in their current job – and 51% more than once.
But your people love their jobs, you think. You’ve worked hard to build a
But even so. That’s even more interesting.
Deloitte’s survey found, 87% of those professionals were passionate about their job. That 77% figure takes all those passionate people into account. If you focus only on the employees without passion, 84% had experienced burnout.
Which means lack of passion does correlate slightly with increased burnout - but being passionate isn’t itself enough to dispel burnout. You can love your job but still feel stressed and frustrated sometimes. 64% do. A couple of times a week, for 32%.
This mirrors from the Yale Centre for Emotional Intelligence, into the relationship between engagement and burnout.
We all know . Does it naturally follow that high engagement means low burnout? No. Like Deloitte’s findings, Yale finds the correlation isn’t nearly as exact as you think.
While two in five highly-engaged employees also reported low burnout, one in five reported high engagement and high burnout.
Which is a problem, because those highly engaged but burnt-out employees also reported an intention to leave their current role. The study even finds, “many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs’.
Now, that’s worrying. But don’t throw the baby out with the bathwater here.
Employee engagement is still A Good Thing.
Research like this just proves, the things you thought prevented burnout don’t.
Coming back to Deloitte, the numbers echo that. 69% of professionals feel their employer doesn’t do enough to minimize burnout – which is an opportunity. Your people are more burnt-out than you thought, but there’s space to fix it. Because right now, you’re most likely not giving your people what they want most.
So what do your people want most? What can you do to turn things around, banish employee burnout, and keep your people onboard for longer?
Take Rockstar Games’ recent Twitter boast that the team were working 100-hour weeks to bring a new game to market, for example. Major cultural change needed, not just hollow after-the-fact apologies.
Imagine your team are working on a big project. It’s all they think about for weeks. And then senior management pulls the plug. That’s not an uncommon situation, and it can totally derail a team, destroy morale and accelerate burnout. Unless you recognize their effort and find positives within the bigger picture.
Imagine how much your team would value an unexpected day-off when they do bring that big project successfully across the line, for instance. Or a meal out. Or a bottle of fizz. All those hours they spent testing, fixing, sweating the small details. Caring, in short. They’d feel you cared back.
That’s why Talmundo’s employee onboarding software prompts new hires to complete ‘pulse checks’ throughout their first months – and even years. It’s an early warning system for employee burnout, so managers can work with employees to solve the problem.
For example, Deloitte found the three most important things employees say alleviate burnout are options, health and wellness programs and paid mental health/recuperation days. Meanwhile only 32% of organizations offer paid family leave, 30% flexible working and 28% employee assistance programs.
Don’t assume you’re immune to the damaging effects of employee burnout. The research proves you’re most likely not, even if you’re working really hard to build a good environment for your people. Instead of assuming, go back to the drawing board with these tactics and create an employee anti-burnout programme that really works.
Talmundo cares about helping you care for your people.