Employee burnout is so high and there’s nothing that can fix it

“I quit.”

That’s what everybody is thinking but nobody is saying, according to new research from human resources software company Kronos. As many as 95 percent of hiring managers say employee burnout is completely damaging companies, causing high turnover rates and workplace retention issues.

“Employee burnout has reached epidemic proportions,” says Charlie DeWitt, VP of business development at Kronos. “While many organizations take steps to manage employee fatigue, there are far fewer efforts to proactively manage burnout.”

What’s causing it?

It turns out we’re working so much but don’t feel like we’re being properly compensated for it. Kronos says 41 percent of HR leaders believe unfair compensation is the leading cause of burnout. Huge workloads and a ton of overtime (32 percent each) are also major factors.

“Not only can employee burnout sap productivity and fuel absenteeism, but it will undermine engagement and cause an organization’s top performers to leave the business altogether,” DeWitt says.

Some employees admit that workplaces are behind on the times when it comes to technology at the office. More than a quarter — 27 percent — of employees at large businesses believe “insufficient technology” is a major barrier for them to do their jobs effectively. When it comes to HR managers, nearly one-in-five say a lack of automation makes many administrative tasks redundant and take longer than necessary to complete because they’re “too manual.” This holds them back from major problems that need fixing.

What can stop it?

Unfortunately, not much. A high majority of respondents in the Kronos survey — 87 percent — say improving retention needs to be a high priority for companies, but because of other priorities, it won’t get the attention it deserves.

As many as 97 percent of HR managers admit that recruiting technology investment will go up within the next three years. Technology plays a huge factor in hiring and maintaining staff.

“Organizations should seek out and implement technology solutions that provide a proactive approach to mitigating burnout, such as the scheduling of rest during rolling periods as long as a year,” DeWitt says. “Workforce analytics can also identify and alert managers to trends in scheduling and absenteeism that may indicate an employee is on the path to burnout so changes can be made.”

It’s easier said than done. Limits in budgets are a major contributor to burnout: 15 percent of HR leaders say “a lack of funding is the biggest challenge to improving employee engagement.”

Despite many young workers believing that money is not the most important factor in a job, this report from Kronos showcases that it still means a lot. Millennials would rather make an impact on their company rather than make more money.

While workers should be committed to their jobs so they can work their way up and eventually earn more money, it turns out their dedication is coming back to hurt them later. Low wages are a cause of burnout, which leads to turnover. We work so much we don’t take any time off to recuperate. Not only are we getting paid vacation time we never use, we’re getting more stressed out than ever.

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Article last modified on February 9, 2017. Published by Debt.com, LLC .