Employee burnout is a public health issue that is only getting worse, and it needs to be addressed by companies with cultures and policies that will help mitigate the strain of the job. Employee burnout leads to lower levels of trust in teams and reduced engagement among employees, which may negatively affect job satisfaction, retention, client relationships, and overall success.
More than 70% of employees report feeling burned out and believe that their employers are not doing enough to combat burnout at work. When employees strongly agreed that they were frequently treated unfairly at work, they were 2.3 times more likely to have a higher rate of burnout. A recent survey by Gallup found that employees who frequently experience employee burnout are nearly three times as likely to begin looking for a different job compared with other employees.
Employees who experience burnout are also more likely to quit a job as they become unengaged. Burnout may stem from working longer hours, working at a company that is disliked, or having too much responsibility. Sixty-three percent of employees are more likely to request sick days when facing burnout at work or dealing with personal issues.
Another APA study says burnt-out employees are 2.6 times as likely to actively look for a different job, 63 percent more likely to call in for a sick day, and 23 percent more likely to go to the emergency room. In research conducted by Kronos and Future Workplace, burnout was listed among the main reasons for employee turnover. Understanding the causes and the current state of employee burnout can help leaders create strategies to prevent it and to make workers feel supported.
With stronger manager support and understanding what causes burnout on the job, employers may be better equipped to understand how to prevent employee burnout. Now, in order to create a successful, content, happy workforce, you must not only be able to help those employees who are burning out (check out these tips), but to also know what causes burnout to begin with, in order to prevent it. Whether it is amount of work, pay, management style, or the overall workplace climate, HR needs to clearly articulate all these issues to concerned departments and affected employees in order to help them avoid undesirable impacts of burnout throughout the organisation.
While developing emotional intelligence skills--such as optimism, gratitude, and hope--can provide individuals with the rocket fuel needed for success, if a worker is dealing with burnout, we should pause and ask ourselves why. Leaders can spare themselves an enormous amount of stress from employees -- and subsequent burnout -- by simply being better at asking people for what they need. Research shows that, when asked what aspects of their work compromise their mental health and wellbeing, employees often mention the feeling that they are constantly on call, being treated unfairly, having unjustified workloads, having little autonomy, and not having enough social support.