Niki is director, service operations with Insperity. She specializes in employee onboarding, human capital management and HR infrastructure.
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Even after the height of the pandemic, many employees are still working longer hours, experiencing continued uncertainties at work, and operating within blurred lines between their professional and personal lives. This list of ongoing trends has resulted in widespread mental, emotional and physical fatigue, leading to unprecedented levels of employee burnout.
According to a Gallup article, in June 2021 one of their survey questions revealed that 74% of employees experience burnout on the job at least sometimes. The article further states that burnout is so pervasive in the country’s workplace cultures that people probably think it is inevitable, and some may even wear it as a badge of honor.
If this startling statistic and reasoning are left unchecked by employers, the number will only increase as a host of factors remain prevalent in the workplace. Below are tips for HR professionals to consider as they battle burnout in the workplace.
Be Aware Of Time-Off Usage
Sometimes, employees can be so dedicated and engaged in their work that they may overlook using PTO or feel nervous about taking time away from work. Failure to do so can place workers on a quick path toward burnout and disengagement. Therefore, it is one of the primary reasons why employers offer PTO, and in some cases unlimited time off, giving workers the ability to recharge and return to work with a fresh perspective.
If HR can implement a system to help leaders and supervisors track unused PTO for direct reports, and flag those who aren’t taking their PTO or have a sizeable balance, it will help them to have greater awareness about potentially fatigued employees. With this knowledge, leaders will be better positioned to encourage employees to use their PTO and prevent employee burnout.
Address Employee Mental Health
Employee mental health is no longer a taboo topic in the workplace, especially as prominent public figures, global celebrities and elite athletes have propelled the conversation to the forefront. HR leaders have long recognized the connection between employees’ mental health and a positive work-life balance; however, the pandemic has taken a toll on many employees, resulting in greater numbers affected by mental health issues.
For companies that have an employee assistance program (EAP), HR professionals should promote the EAP and direct employees to access it for a wide array of services that typically include confidential counseling, help with elder/child care issues, wellness matters and more, at no cost to employees and their families. When employees have a confidential outlet to express their feelings, issues and concerns, the pendulum can swing back in their favor to help achieve better work-life balance.
Promote Community Involvement
When employees feel overworked and burned out, it always helps to have a change of pace and focus on something else. With the holiday season fast approaching, there are more and more opportunities to participate in volunteer activities that are either company-sponsored or take place in the community via a third party.
HR professionals can work closely with community involvement representatives to help encourage employees to give back through volunteer efforts. A quarterly list of events/activities should be compiled and promoted weekly through emails, the company intranet and newsletters that offer complete details and links for easy registration. In addition, for companies that offer paid volunteer time, this is an ideal time to remind employees about using their hours before the end of the year.
Offer Relevant Perks
When HR leaders develop creative ways to acknowledge employees’ hard work and discretionary efforts, it will help make a difference in reestablishing work-life balance and diminishing employee burnout. As employees feel stress and pressure during the fourth quarter with year-end reporting requirements, developing plans for 2022 and increased family/social obligations, additional time off is a welcome perk.
It is becoming more common for employers to have reduced hours or close during Thanksgiving week or the week between Christmas and New Year’s Day. Employers might consider offering these weeks off, alternating a one-week block of time between groups or departments, to avoid closing the entire company at the same time. A 2021 year-end surprise can provide a much-needed boost to employee morale and a springboard for more refreshed workers in 2022. This effort not only demonstrates employers’ care and concern, but it can also compel workers to take time off, helping to restore work-life balance.
While employee burnout is always a reality to some extent, the recent findings about it affecting more than half of the workforce present an urgent opportunity for HR professionals to make a difference. With an emphasis on organizational skills, community involvement, PTO use, employee mental health and relevant perks, employers can help improve and stabilize work-life balance. Better work-life balance, in turn, leads to reduced burnout, increased employee morale/engagement and higher productivity.
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