Given recent studies on stress, overtime, lack of resources in the corporate sector, lack of job security, and so much more, it’s no surprise that burnout is now recognized as an official medical diagnosis by the World Health Organization. Recorded in the International Classification of Diseases as a legitimate medical condition, the ICD-11 considers the following symptoms as confirmation of burnout:
- Increased mental fatigue, cynicism, nihilism, and negativism toward one’s job
- Reduced professional conduct and efficacy
- Feeling of exhaustion and energy depletion
All of the above may also be associated with a mood or depressive disorder. In addition, the effects of burnout may also vary in accordance with personal life situations that the person may be going through. While the classification of burnout as a medical condition might come as a surprise to many, it’s actually been on the radar for many researchers—as well as business owners—for quite some time now. According to Harvard Business Review, employee engagement has been a major concern for most, with research by Gallup stating that seven out of 10 employees in the U.S. feel unengaged. This lack of engagement—paired with a negative workplace environment and increased workload—is leads to burnout for many employees. These outcomes are extremely worrying for business owners. A lack of motivation in the workforce equals subpar work, which of course, will work its way up the pipeline and affect company profits and customer perception.
From an HR Standpoint
As a leading human resource consulting firm, HR Business Partners has been steadily monitoring the different steps being taken in the human resource industry for managing employees suffering from burnout. While promoting engagement is one thing, we also firmly believe that we need to employ a nuanced approach to this problem. According to a study conducted in collaboration with the Faas Foundation at the Yale Center for Emotional Intelligence, while 2 out of 5 people reported low burnout with high engagement, the study also reported that one out of every five employees reported high burnout with high engagement. As such, focusing only on engagement is not a viable option. However, adding better resources and positive feedback, rewards and recognition, job growth, and more can address an exhausted employee population’s concerns to a large degree. An enriched workforce produces better results, is able to recover from work-related stressors faster, and stays motivated despite facing challenges because there is an end goal to work toward, a next plan, a greater purpose that they’re working their way to.
Implementing a Plan
If you’re interested in developing a plan that addresses burnout-related concerns in your company in the Twin Cities, contact HR Business Partners for a consultation. With a reliable human resources and management company by your side, you can give your employees a better work experience that would definitely benefit you in the long run.2019-06-14 13:00:14