Employee Burnout in a Hybrid Work Culture
This year has brought new challenges as HR leaders prepare for the future of hybrid work while also trying to manage an evolving set of employee expectations. At Empeal we have seen through partaking in in-depth conversations and research that in this new normal of remote/hybrid working, employers have been struggling to manage health and wellbeing of the workforce. In particular employee burnout has always been a struggle for HR professionals to deal with. According to Irish Life Health, the ICD now defines burnout as “a syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed”. It has also been established that burnout results from more long-term issues, like having overly demanding or unclear job expectations, working in a highly pressurised environment, or experiencing dysfunctional team dynamics. This is further analysed in Gartner’s latest report on human resource professionals. It states that some of HR leaders’ biggest challenges are rising turnover rates, employee burnout and a lack of future of work strategies.
It has been highlighted in a Gartner report (HR Leaders Monthly Magazine, September Edition) that in 2020, most organizations added new wellbeing offerings or expanded existing ones in response to the COVID-19 pandemic. These offerings spanned the four main pillars of wellbeing: mental and emotional, physical, financial, and community well-being. This information concurs with a recent Industry Dive webinar on ‘Managing Burnout in a Hybrid Work World’ which stated that the pandemic has led to an increase of employee burnout as employees are increasingly experiencing blurred lines between their work-life balance. However, it has been proven that once burnout has been identified amongst employees within an organisation it can then be far easier to treat.
There are a few key factors which can assist employers to burnout in its workforce. This includes frequent employer- employee interactions which let the employees know that they are supported. Other exercise’s which are worth implementing include companies encouraging team building exercises, interactive meetings where business is not discussed, and employers monitoring qualitative feedback and as well as quantitative feedback of employees.
According to a recent Gartner report (The Top Five Priorities for HR Leaders 2022), change fatigue can greatly contribute to employee burnout. The definition of change fatigue is negative employee responses to organizational change that harm outcomes it can also contribute to employee burnout. Employers can try and reduce this issue through building team cohesion and trust amongst its workforces.
At Empeal we try and combat these issues through supplying leaders with an AI-driven digital health platform. Our aim is to help leaders understand employees through non-intrusive methods and data-driven decision making while ensuring a safe space for staff.
We aid leader’s to better support their workforces mental and physical health through our data-driven, coach led programmes that encompass nutrition, movement, sleep, and stress management. We also give users digital access to relevant coaches and support groups with similar issues, so they can look after their health and wellbeing at their own time and in full privacy.
Irish Life Health (2021), Managing Burnout in the Workplace - Irish Life Health
Gartner (2021) HR Leaders Monthly Magazine, September Edition (hr-leader-monthly-magazine-september.pdf)
Gartner (2021) Gartner Webinars, The Top Five Priorities for HR Leaders 2022 (oct7mwhittlerlamotta_792492 (1).pdf)