Has a previously great employee been displaying poor work ethic? Maybe he or she isn't as productive, doesn't engage in discussions or consistently shows up late. These may seem like signs of laziness, but if these habits are a new problem, you may actually be witnessing job burnout.
Job burnout is a type of job stress that has physical, emotional and mental tolls. It can cause fatigue, depression, anxiety, substance abuse, heart disease and more. And it's a prevalent issue, too. According to a Kronos and Future Workplace survey, 95 percent of HR leaders say employee burnout is negatively impacting workforce retention. But burnout can be addressed — here's how you can help prevent it and keep employees motivated:
1. Evaluate your company culture.
A negative company culture can be a major contributor to burnout. Here are a few ways you may be able to improve company culture:
2. Have a discussion with employees.
To understand the finer points of what may be causing burnout, it's imperative that you open a dialogue between you and your employees. Here are a few ways you can do that:
3. Provide health resources
Making changes at the workplace may not be enough to alleviate job burnout and its symptoms. You can further assist employees by offering an Employee Assistance Program (EAP). Employers can offer EAPs either through the company itself or through insurance. These counseling services can help employees with a variety of issues, including workplace conflicts, financial challenges, mental health and more.
Preventing burnout begins with you
Burnout can be experienced by any worker at any time, but upper management and human resources should take the lead in preventing its occurrence. Work in conjunction with the leaders of your company to look for signs of burnout so it can be addressed right away. With fewer incidents of burnout, you may start to notice improved employee retention and engagement. For more ideas to help your employees and your business succeed, visit California Bank & Trust's Business Resource Center [cite::171::cite] [cite::172::cite].