4 surprising statistics about burnout

The World Health Organization (WHO) classifies employee burnout as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”

The WHO lists the three main symptoms as:

  • Feelings of energy depletion or exhaustion
  • Increased mental distance from one’s job or feelings negative towards one’s career
  • Reduced professional productivity

When a workplace lacks focus on employee well-being and productivity, it results in a stressful environment for them. In addition, workers feel that lack of motivation, lack of good performance, and disengagement.

Here are 4 surprising results about burnout that might interest you:

  1. More than half of women are more stressed than a year ago and 46% feel burned out: Only 39% of the women surveyed in 2022 rate their mental health as good/very good (a slight increase over 2021), while almost half reported it to be poor/very poor. More than half (53%) said they are more stressed than they were a year ago, and almost half (46%) report feeling burned out. Despite this, only 43% feel comfortable talking about mental health challenges in the workplace, only 44% say that they get adequate support from their employer when it comes to mental health, and 33% have taken time off work for mental-health reasons. (Women @ Work 2022: A Global Outlook/ Deloitte)
  2. The World Health Organization says burnout is characterized by exhaustion, increased mental distance from the job and reduced professional efficacy. Gallup finds that about three in four American workers say they experience burnout on the job at least sometimes. Worse, 29% report feeling burned out at work very often or always.1 These severely burned-out workers are 63% more likely to take a sick day and 23% more likely to visit the emergency room.
  3. Employee burnout is costly: burnout is estimated to be attributed to 120,000 deaths per year and $190 billion in healthcare spending. This doesn’t include burnout’s toll on decreased productivity, an increase in errors, absenteeism, and other organizational costs.3 Companies with moderate-to-severe burnout have a 376% decrease in the odds of having highly engaged employees, 87% decrease in likelihood to stay, 22% decreased work output, and 41% decrease in the perception of the employee experience. (The Hidden Costs of Stressed-Out Workers)
  4. According to more research from Statista, age has an influence on whether you, or somebody else, has had contact with burnout, or not. It seems that the older you are, the less you’re aware of burnout — the 60+ group holds the least share of people who have had experience with burnout or know someone who has suffered it.

In total, only about 26% from the 60+ group have experienced burnout, or know someone else who has — which is a stark difference to the 65% share of those aged 18–29 with the same experiences.

The share of people unaware of burnout cases around them is substantial — this may indicate that a lot of people who are experiencing burnout are keeping it a secret. Again, those aged 18–29 are most likely to have come into any contact with burnout, as opposed to the 78% of people older than 60.

6 important facts about eNPS

It is beneficial in all circumstances to find out how much your employees recommend you.  The question is formulated as follows: “How likely is it that you would recommend your employer to a friend or acquaintance?” The answer options range from 0 to 10, where 10 means “Extremely likely” and 0 means “Not at all likely”. The responses are then divided into Promoters (9, 10), Passives (7, 8), and Detractors (0-6) as you can see in the image below.

eNPS is calculated using the following formula:

eNPS = Promoters (%) – Detractors (%)

It is important to know this score, but it does not make sense on its own.

We’ve put together 10 eNPS-related information for you:

  1. The disadvantage of the eNPS score is that it does not provide sufficient information on the specific strengths and challenges of the organization, teams, and individuals.
  2. The employee net promoter score doesn’t tell you how committed someone is to the organization, how immersed they feel in their role, or how fulfilled they are at work.
  3. As Gallup research shows, the employee net promoter score doesn’t express the nuanced differences between various types of promoters: “Fans wear your jersey and cheer from the stands. Players put in extra practice, score points and give every last ounce of energy to win. eNPS tells you who your fans are. Employee engagement tells you who your players are.”
  4. Responses to eNPS score surveys may not always be accurate. Employees can score well not only for kindness, but also very low points with an instant reaction.
  5. eNPS is the equivalent to your doctor taking your temperature and not giving you a diagnosis. Employers and HR managers need more information to make decisions
  6. Some employees may question the anonymity of the survey and not give their honest feedback. If that is the case, consider using an external party to send out the survey.

Why leader communication is important?

Good leader must have great communication skills. Leading is dependent upon being able to reach people and connect with people in a way that makes you trustworthy and reliable. When you’re a leader you need to be a resource that pours into others with guidance and direction. The flip side to good communication is knowing when to listen and how to decipher messages correctly.

Effective leadership communication is one of the biggest drivers of company success. Leaders are the ones responsible for building trust within…

Employers who manage to successfully communicate the company’s values and business goals to their employees have much lower turnover rates.

Why is effective leader communication necessary?

  • Align employees with the company culture.
  • Align employees with the company’s strategic goals.
  • Build trust within the workplace.
  • Maintain employee engagement.
  • Encourage two-way conversations and open dialogue.
  • Promote employee collaboration and teamwork.
  • Keep employees informed.
  • Communicate any upcoming changes effectively and in a timely manner.
  • Prevent internal miscommunications.
  • Disseminate important information and make it available to employees. 

What the studies say?

  1. 52% of employees said that poor communication leads to higher stress levels.
  2. 44% of employees reported poor communication causes failure in completing their projects.
  3. 31% of employees said poor communication causes them to miss their performance goals.
  4. 20% of employees in poorly communicative work environments said that they experience obstacles in innovation.
  5. 18% of employees report that poor communication leads to an increase in lost new sales opportunities.

(Source: The Economist Intelligence Unit)

Internal marketing and 7 points that will change your thinking

The competition is getting tougher.  In the past, when it came to competition, competitors and customers used to come to mind.  Competitors are still competitors, but the real competition is in the field of talent. Keeping up with the competitive conditions will be possible by creating the perfect employee experience.

Internal communication is your most powerful weapon at this point!

Internal communicators are also your strength at the forefront of this mission.

It’s vital to approach internal communication from a marketer’s perspective. This requires a robust marketing strategy.

Why?

  1. A company is only as good as its employees. When you look at the world’s most successful businesses, you’ll see that they’ve managed to build an environment that attracts and retains the right people to help grow their businesses.  Those companies work not only with “great” people, but also with people who share the company’s purpose and vision.
  2. The best companies don’t take their employees for granted (They are not anyway!). They attribute their meaning, value and vision to performance management and reward strategies.  They provide strong leadership and create an inclusive environment where differences are valued, and people can be innovative to advance the business.
  3. The approach of “our most important customers are our employees” is worth considering! Combine this approach with the view that the existing customer is the most valuable customer.   Use the magic methods you use to attract talented candidates as well for the people who work with you.
  4. You use many tools in your marketing efforts, and in each one you give your customers reasons to choose you and present evidence. How many customers did we touch this week? What feedback do we receive? What messages will we use? How do we manage to get ahead of our competitors? Take all these questions and put them into your internal communication strategy. Really do this!
  5. Marketers simplify complex ideas, turning them into convincing emotional arguments. They create campaigns to get attention and guide people through a series of steps, and they move to the next stage by analysing these campaigns. They think about strategy, creativity and impact at the same time. There may be those of you who think that HR’s business is not marketing. You’re right, it wasn’t 20 years ago, but as of 2022 it is.
  6. “So we should advertise inside our company?” Do you know what the ratio of advertising is in all your marketing activities? And yes, advertise inside your company, too! If the company has achieved great results, if you are preparing to launch a brand new sustainability project and involve employees in this project, if the learning and development programs you implemented in the previous period have changed the results… These are the ones that come to our minds. Think about it.
  7. How much is your internal marketing budget? Did you say, “To tell you the truth, there is no such input at our overall budget” , “There is an internal communication programme, there are motivational programs, etc…” ?

Well, if you want, take a look at the first 6 items once again.

5 Reasons Why Upskilling Your Workforce is Imperative for Your Organisation

Think of the creatures that have survived all kinds of extinctions from the early ages to the present. Do you think power is what brought them to this day? Scientists disagree with the concept of power and choose to say “The fittest”.

The fittest ones move on.

Your employees may have their own unique abilities to adapt to any situation. But it is one of your responsibilities to develop their skills and make them stronger.

Upskilling is the practice of teaching employees new skills to better perform the duties of their current job occupations. Reskilling means teaching employees a new set of skills in order to perform a different job function within the same company. Both are valuable tools for professional development and workforce retention, regardless of industry.

Remember the damage that employee turnover does to companies. According to Gallup, the cost of replacing an employee can be twice as high as the employee’s annual salary.

According to SHRM’s skills gap research, 83 per cent of HR professionals have recruiting difficulties. And 75 per cent of those surveyed said there was a shortage of skills in candidates for job openings. Organizations can’t find the talent they need so they need to turn inward and develop it themselves.

We summarized the importance and benefits of upskilling in 5 articles:

1- Morale and motivation: Your investments in skill development (upskilling) enable employees to plan for the future. Building plans mean dreaming and setting goals. That’s what you do when you’re in high spirits!

2- Retention: Investments in employee skills are not just a matter of learning and development issue. It also shows that you recognize and appreciate them. Employees who feel appreciated and thrive are more likely to be permanent.

3- Customer happiness: Happy employees win even happier customers. Employees who have been invested are happy. And this means, employees with better skill levels are significantly more successful at solving customers’ problems.

4- Talented candidates: Who can describe you the best? Of course your employees! Cheerful, engaged employees become stronger brand advocates. No advertisement you will make can be stronger than the reference of your existing employees.

5- Change and transformation: We are changing and this will continue.  The business community has acted with immutable truths for too long, but that’s no longer the case. You can’t keep up with change without improving the skills of your employees. Digital transformation is a good example of this. If you think you can digitally transform on your own, think again.   And imagine what you will turn into!

Protect the Right to Disconnect!

Before the pandemic, the boundaries between work and private life were already blurred enough. Thanks to the evolution of technology, we were all constantly checking our messages. Then again, the pandemic led to border violations and even made the violation natural. Leaders and all level managers must take immediate action on this issue, or their losses will be huge.

That’s where the right to disconnect comes into play.

According to Eurofound, the ‘right to disconnect’ refers to a worker’s right to be able to disconnect from work and refrain from engaging in work-related electronic communication, such as emails and other messages, during non-work hours and holidays.

One of the key points of improving employee engagement is to show your employees that you respect their work-life boundaries. Acknowledge basic working hours and avoid contacting your employees after working hours. Do not let your employees to work unpaid and involuntary overtime.

Portugal has a law that prohibits employers from texting employees after working hours.

Soon, more countries will pass legislation that is centred on promoting work-life balance and each worker’s right to rest, especially for remote workers. Just because employees are working from home doesn’t mean the concept of working hours has gone out the window.

Don’t overlook these observations from Andrew Pakes, Research Director at Prospect:

“People’s experience of working from home during the pandemic has varied wildly depending on their jobs, their home circumstances, and crucially the behaviour of their employers.

“It is clear that for millions of us, working from home has felt more like sleeping in the office, with remote technology meaning it is harder to fully switch off, contributing to poor mental health.

“Remote working is here to stay, but it can be much better than it has been in recent months.

“Including a Right to Disconnect in the Employment Bill would big a big step in redrawing the blurred boundary between home and work and would show that the government is serious about tackling the dark side of remote working.”

Six communication tips to bring remote working team members closer

Being part of a team is a great feeling in any situation if the team is real one… And this definition says a lot: the team is always larger than the sum of its parts. It’s a little harder to keep feeling part of the team during the remote work period.

So how do we maintain team spirit in the business world, where remote working is considered the “new normal”?

We have six suggestions!

Shall we explore?

  1. Not forgetting to chat. Team chats are activities where we develop a sense of belonging. Send this article to your manager who started the meeting saying “we have little time, let’s get on the agenda right away”! We need to greet each other, ask how we are, explain or explore problems, offer support and even make time to chat over your morning coffee.  It’ll help your remote team feel a little less remote.
  2. Remember what unites us: we are all different. The only way to be close enough to embrace differences is to get to know each other. And in order to get to know each other, we need to keep the conversation going.
  3. Get used to the fact that the conversations of those who work at home are suddenly interrupted by the helper asking questions or the child who is at home. Offer both empathy and sympathy to your teammate who feels bad for this.
  4. Be flexible with meeting hours, offer options. Keep in mind that being at home or on the road don’t always mean being available. Yes, even during office hours!
  5. Talk about work during business hours and don’t move on to the time when work hours end and private life begins! Especially if you are the team leader. Get away from the illusion that those who work at home are “already comfortable enough” and focus on the business results. If you don’t like the business results, let that be a separate conversation topic.
  6. One of the major mistakes made in hybrid work environments is to hold snap meetings that remote employees do not attend. Don’t do this! Online meeting environments are now very common and practical. The sentence “You were at home, we had a quick meeting” is an extremely discriminatory sentence.

Top 7 Employee Retention Strategies

In simple words, employee retention is the effort taken by an organization to hold on to its most prized asset – the employees! Moreover, a low or high employee retention rate directly impacts the company’s overall business.

Let’s remember the statistics, shall we?

It costs 50 – 60% of an employee’s annual salary to hire their replacement.

One in four new employees will quit in their first year at your company, which means you could be investing in new employees who will leave in a few months.

A highly engaged workforce can boost sales by 20% and profitability by 21%.

Disengagement costs businesses $550 billion every year worldwide.

What do we recommend?

  1. 80% of employee turnover is due to bad hiring decisions. Review processes in depth.
  2. Adapt to the requirements of the time. Flexible working arrangements have become one of the top things that people look for in a new job. It became an expectation rather than a benefit.
  3. It’s time to recognize and reward hard work rather than just appreciating results!
  4. The top priority is health. Very clear. Prioritize employee well-being
  5. Don’t make employees stick to their laid down responsibilities. Involve them in various tasks and give them a chance to work with other departments. Bring excitement to work!
  6. Investing in employee learning and development shows employees they are valued.
  7. Communication, communication, communication at every step of the organization! It’s simple, we’re just talking about talking.

Why is goal setting important?

4 important reasons
In order to increase people’s engagement and efforts, you must set strong goals for them and build the route. The more obvious the goals are, the more obvious the effort that employees will make to achieve the goals.
Beyond that, goals provide people with motivation and clarity in their work. There is nothing worse than working on a project without knowing what you are supposed to achieve or what you are contributing to.

With visible goals, projects acquire more meaning and purpose.
1. They help people to set a vision of direction and imagine the ways to get there.
2. They encourage people to think about the meaning of their work and how it relates to the big picture.
3. They build accountability, i.e. do people achieve their goals? What are the reasons why they can (or cannot) achieve their goals? How did they accomplish them?
4. They encourage people to measure their work and think beyond “simple” execution. It is evident that goal setting is beneficial for both individuals and companies in various ways. Having a clear focus in the form of a goal not only helps to keep people on track, but also motivates them more than factors such as financial gain.

Creating clear frameworks and providing tools for effective goal-setting help guiding performance management conversations.

So what is next?
Provide regular feedback on employees’ progress towards achieving their goals and encourage all managers to do so.

9 steps of employee engagement in tackling the climate crisis

Remember what we went through during the pandemic crisis. The quarantine has begun and we have all retreated to our homes. In the first few weeks, we had questions about how we were going to run things.  Even those of us who are used to working from home have faltered.

Was it normal to pretend that everything was regular?

Wouldn’t it be inconvenient to call customers during this period?

Did we even need to stock up on food?

These and hundreds of other questions!

These questions, compared to the possible climate crisis… It’s scary to even think about!

The new generation of employees is more sensitive and concerned about future dangers than previous generations. They question the sustainability approach of the company they work for.

Keep these points in mind:

  1. You have to reduce your carbon footprint and reveal it to your employees.
  2. Moreover, this can be the most important strength in achieving your employee engagement goals.
  3. Do not be just content with implementing green policies, involve employees in planning. Thus, your rate of improving results increases.
  4. Encouraging and promoting individual efforts to combat climate change can be a profitable strategy.
  5. Employee support in choosing sustainability projects increases participation, consult them. Participating in the selection process increases employee engagement and democratizes action to reduce carbon footprints.
  6. Make it clear to your employees that sustainability is just as important as the work they do. Repeat to them often that sustainability is part of the company’s long-term plan.
  7. Employees are an excellent channel to publicize all the environmental measures you have taken. Encourage employees to reveal your green strategies to their friends, relatives and customers. Don’t forget to update your marketing strategy with environmental measures as well.
  8. Put employee engagement at the heart of your sustainability strategy. Inform and listen to them.
  9. High employee turnover complicates the process, think holistically while taking your precautions.  Employee engagement = Lower turnover = More efficient green conversion

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