Chase Smedley的动态

Employee burnout is at an all-time high, and it's time for HR to take action. Recent analysis of Glassdoor reviews reveals that mentions of burnout have reached unprecedented levels, reflecting the growing pressure on employees to do more with less. What can HR do? Identify if employees are experiencing systemic burnout. Ensure at least 20% of work tasks are engaging and energizing. Support employees with adequate tools, training, and meaningful tasks. Read on for more: #burnout #mentalhealth

Employee burnout has reached unprecedented levels in recent times. In Q2 2024, mentions of burnout in Glassdoor reviews hit an all-time high of 0.57%, surpassing the previous peak of 0.56% in Q1 2022. But what can HR do to mitigate this growing issue? Experts suggest focusing on the three dimensions of burnoutcynicism, reduced efficacy, and exhaustion. Get the scoop here: #burnout #employeementalhealth

Burnout has steadily increased over the last few years, thanks to companies failing to make necessary organizational improvements. The key to reducing burnout is to address unmanageable stress and find different coping mechanisms. HR teams can identify systemic burnout by looking for the three dimensions: cynicism, reduced efficacy, and exhaustion. Resolving it requires a variety of methodologies to truly understand which of these elements are at work in your staff. From here, HR leaders can help make sure that 20% of employees' time spent at work is spent on tasks that "light them up." #Burnout #HR #EmployeeEngagement

Is workplace stress pushing your team to the edge? Recent insights from HR Morning, by Brian Bingaman, shed light on modern workplace challenges, highlighting that burnout is far more than just an inconvenience. It's a significant threat to productivity, engagement, and the bottom line, with stressed employees being notably less confident and substantially more likely to seek new opportunities. How does your organisation actively combat employee burnout, and what strategies have you found most beneficial? #EmployeeWellbeing #TheTalentExperts #Burnout

A new piece from HR Dive suggests efforts to reduce employee burnout have reached a standstill. Research continues to show that the burnout trend is driven by a combination of heavy workloads, the struggle to balance personal and professional lives, and leaders who aren’t equipped to move employees from burnout to thriving. So what can be done? Organizations can: - Address heavy workloads and help employees prioritize and create balance. ? - Train and engage managers as leaders to connect with their teams, build trust, communicate clearly, show they care, and create a supportive workplace culture. - Conduct employee listening to get a real sense of what matters to them. Is it flexibility, a personal connection with colleagues and leaders, or something else? #Burnout #EmployeeEngagement #Culture #Leaders https://lnkd.in/gJZHpFCK

How Employee Burnout Can Harm Your Business: Key Insights and Prevention Tips by Michael Levitt Image via DALL-E According to Emplify, about?95%?of HR practitioners in the US admit that employee burnout is a real issue that disrupts overall workforce performance. Sadly, some employers?misunderstand employee burnout. They tend to equate it to laziness and a ploy to remain unproductive. However, it’s a combination of physical, emotional, and mental exhaustion which can […] #boomers #babyboomers

Burnout was on the rise in 2024, with Glassdoor reviews mentioning it hitting an all-time high in Q2 2024. Experts stress the importance of addressing burnout's root causes—chronic, unmanageable stress—through systemic changes and personalized strategies. HR professionals can help by ensuring employees spend at least 20% of their time on tasks that energize them, providing a critical buffer against burnout.

Kicking off the 'HR Burnout Prevention Series' - because even strategic partners need a strategy for self-preservation! Fellow HR leaders, let's have a candid conversation about the elephant in the room: burnout.?It’s not just a buzzword, it’s our daily reality. Let's be real, it’s hard to focus on driving organizational strategy when we’re the fixers, the listeners, we’re workforce planning, we’re dealing with ER, oh and we’re supposed to have a life outside of work too. I don’t even have time for my therapist, lol. I took a look at some statistics and it’s a bit disheartening: ? 62% of HR professionals reported feeling burned out in 2023. That's nearly two-thirds of us trying to shape organizational culture while our own well-being is on life support. (intelliHR, 2023) ? 72% saw increased workloads last year. Apparently, "do more with less" applies to us too. (intelliHR, 2023) ? A staggering 95% of HR and C-suite leaders believe HR is facing unprecedented challenges. The other 5% were probably too busy putting out fires to respond. (UKG, 2023) As strategic HR leaders, we're juggling more balls than a circus act: - Aligning HR initiatives with rapidly shifting business goals - Managing change in an ever-changing landscape - Driving DEI initiatives while battling our own imposter syndrome - Implementing HR tech that promises to do everything (except give me the reports I need) - Oh, and don't forget that small task of shaping the entire organizational culture! It's no wonder we're fizzling out ?? Signs you might be nearing burnout (HR Edition): 1. Your "strategic planning" consists of finding new hiding spots for your stress-eating stash 2. You've started envying the simplicity of payroll processing 3. "Workforce of the future" sounds like a dystopian novel you don't want to read 4. You're fantasizing about a role where "employee experience" doesn't include your 3 AM anxiety 5. Your idea of "change management" is changing out of your pajamas for video calls Sound familiar? You're not alone. In fact, 56% of HR pros said managing their own burnout was challenging (SHRM, 2023). It's like we're so busy being strategic partners, we've forgotten to partner with ourselves. So, what's our strategy for combating this? For starters, let's acknowledge it. Burnout isn't a sign of weak leadership; it's a sign that we've been leading too hard for too long. Next month, we'll dive into prevention strategies that don't involve hiding in the server room. But for now, I want to hear from you: ? What's your top sign that your HR role is pushing you towards burnout? And what's your go-to emergency self-care move? As for me, I'm making it my mission to put the 'human' back in Human Resources - starting at the top. Because if we burn out, who's going to convince the CEO that "bring your dog to work day" isn't a comprehensive wellness strategy? Stay tuned, stay sane, and remember: It's okay to prioritize yourself. Even HR needs their HR sometimes.

?? HR Series: Have you ever experienced burnout at work? or have dealt with employee burnout? Being in HR, this is really a serious issue as it has a direct impaxt on employees' productivity and mental well-being. Employee burnout is NOT an accidental product rather it? is result of sequential events which leads to this stage. ? Remember! engaged employees are the happy employees. ? Ensure the following to avoid this stage; 1. Provide a work-life balance 2. Assess the job stress and work load 3. Provide counselling while navigating the above 4. Have one-on-one meeting if the employee is facing some issues on the personal level and it is causing him/her less productive and burnout 5. Check the reporting line and do have a meeting with line manager. #employeeburnout #worklifebalance #engagedemployees #culture #jobstress #hrcommunity #hrmanager #hrmanagement

Do not mistake a lazy employee with a burnout employee. to balance a lazy employee and an employee experiencing burnout and stress, it’s essential to address their unique needs. For the lazy employee, set clear expectations and goals, establish a performance improvement plan, and provide regular feedback and coaching. Encourage accountability and ownership, and offer training or development opportunities to help them grow. In contrast, the burned-out employee requires support and resources, such as mental health days or counseling. Help them prioritize tasks and manage their workload, and encourage work-life balance and self-care. To read the full article follow the link below. https://lnkd.in/dQsazhTQ