5 Strategies to Stop Employee Burnout Before it Spreads Like Wildfire
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There’s a good chance your employees are experiencing burnout.
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Consider recent research from Robert Half. Forty-one percent of workers feel more burned out than they did a year ago.
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Our research indicates that Gen Z professionals, tech workers and women are most likely to report stress and exhaustion.
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Here’s something else. Over half of workers said they’d like their companies to further emphasize work-life balance. But who knows how long they’ll wait for you to do something.
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So where can you start? Here are five strategies to help banish burnout.
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First, don’t pull back on hiring. Even in a market where it’s tough to find top talent. Can’t get approval to hire? Convince them with data — for example, on your employee turnover rates or absenteeism to illustrate burnout’s effect on your bottom line.
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Next, bring in contract talent to bridge the gaps. These pros can get up to speed quickly with little effort, easing the burden on your current team.
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Third, make sure your employees are in roles that suit their strengths and interests. This will help ensure they don’t become frustrated laboring at tasks that don’t make the best use of their abilities.
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You also want to make sure you’re not over-burdening your team. Ask yourself: Am I assigning manageable workloads? And, do my employees have all the resources and information they need to handle their duties? If the answers are no, then a priority shift may be in order.
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And finally, don’t be shy in recognizing your employee’s contributions or emphasizing well-being across your organization. A simple shout out on a team call, reminding someone to take time for themselves, or even adding perks to improve work-life balance can go a long way in energizing a workforce.
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For more insights, visit the Robert Half blog.
