Employee burnout is happening more often in today’s business climate more than ever before.
Two main reasons.
2) A large percentage of employees are working from home. And the line between work and personal life is blurred when the office is just a few steps away from the kitchen. In addition, employees are often working 7 days a week, causing added stress on work and family.
1) When jobs become boring and monotonous, employees lose passion and motivation for their jobs. And this reduces the chances of advancement, causing additional stress and discontentment. In addition, being isolated at home and unconnected from colleagues harbors a sense of loneliness and seclusion. This also adds to a feeling of being unappreciated, one of the major causes of this “great resignation.”
How do you recognize burnout?
The W.H.O. (World Health Organization) says that burnout is an “occupational phenomenon,” not a medical condition. It is an assortment of symptoms that include negative feelings for ones’ job, exhaustion, lowered effectiveness, even depression.
Many factors contribute to employee burnout. For example, some people may experience it because of too many work hours, while others develop it because of a feeling of inequality or connectedness with their direct peers and managers.
Employee burnout has been around a long time, but with so many people working from home, the line between work and play has been blurred. As a result, many employees report that they’re more burned out now than they were just a year ago. And they are resigning in numbers never-before-seen … and one of the culprits is chronic stress.
Burned-out employees are more costly than losing talent
In a great article in Chief Executive regarding employee burnout. The article explains …
“Losing great talent and having to interview, hire and train an influx of new employees isn’t even the worst of your problems; burnt-out employees who stay at your company are even more costly. Disengaged and unproductive workers come with a price tag of around $2,246 per person. Additionally, companies can expect to lose over $225 billion every year from workplace absenteeism as well.”
The article further explains that there are 3 ways that owners and managers can use technology:
- Preventing employees from overworking to exhaustion
- Monitoring the signs of stress
- Creating a personalized ‘happy place’ for workers
Using tech to reduce burnout
Technology is no longer considered a good addition to a successful company. Instead, technology is a reason for an organization’s success.
Technology helps accelerate your employee’s growth by automating tasks and updating processes that make them more successful and efficient. It allows them to make knowledgeable business decisions centered on actual data. And creates and supports deeper customer relationships through more consistent interactions.
Technology tools that may help
The causes of burnout are many and vary from company to company and person to person. And there isn’t a universal treatment for it. However, you can start by modifying your workplace and processes to ensure and promote your employees’ attitudes, morale, and well-being.
And some of these tools may help:
Collaboration apps like Microsoft Teams keep all of your people connected. Teams is a collaboration app that helps your staff stay organized and have conversations from any device. Your people can use Microsoft Teams to have instant conversations with managers and co-workers … and create private teams for sensitive information.
Along with Teams, there are other apps as well. Including Trello, Basecamp, and Asana to help managers get a solid grasp of their subordinates’ workload. In addition, they support file sharing and make it easy to share feedback among colleagues. The app also helps people identify which tasks they need to focus on during the day.
There are many different communications apps that can help your team stay connected, helping you reduce employee burnout.
Microsoft Teams includes a messaging app for your entire organization, a workspace for meetings, real-time collaboration and communication, and file and app sharing.
Also, apps like Skype and Slack make your team more efficient by making it simple to exchange files, ideas, updates, and tasks. In addition, these apps facilitate conversations between team members that fosters good interpersonal relationship, teamwork, and camaraderie. An essential piece of your organization’s culture.
A change in pace and environment can do a lot to ease stress and anxiety in many employees. Because of this, you may consider having flexible working arrangements and make it a permanent perk for all team members.
Cloud technology gives users access to your servers online and from home or any remote location with internet access.
Microsoft 365 is a subscription-based joint cloud service, feature with email, office duties, file sharing, and many other opportunities. It is the same Office 365 that you are familiar with. Tools and services are not tied to a single P.C. anymore. You can access your Outlook email,
Meditation and mindfulness are linked to many health and psychological benefits. These apps can help improve concentration and brain function and reduce stress. In addition, it may can enhance and uplift your peoples’ mood.
There are many mindfulness apps, both for Apple and Android phones, and Windows app stores. Many o come with reminder functionalities so you can set specific times to take a break and meditate.
The future of work is becoming increasingly digital. Just as it’s important to take advantage of technology’s influence for efficiency and profitability. It’s just as important to use digital assets to proactively protect your employees’ well-being.
Their happiness and your success will go hand-in-hand.
The time to think about employee burnout is before it becomes an issue for your organization. Taking proactive measures is the first step. And although some technology like cell phones and laptops have created a work-from-everywhere situation.
Used properly, technology tools and apps can help reduce employee burnout and maybe even slow down “the great resignation.”