As we plan for the year’s end, you may notice a feeling of burnout. If you are feeling this, chances are your team is too. With more than half of U.S. workers experiencing burnout, it’s important to establish strategies that do more to support job satisfaction and employee mental and physical health. According to a 2022-2023 Workforce Report conducted by Aflac, more than half (59%) of American workers are experiencing at least moderate levels of burnout, a notable increase over 2021 (52%) and on par with the levels reported in 2020 at the height of the COVID-19 pandemic.

What is burnout? Is it simply having too much on your plate and a feeling of not being able to get it all done? The National Library of Medicine defines burnout as “a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. The three key dimensions of this response are overwhelming exhaustion, feelings of cynicism and detachment from the job, and a sense of ineffectiveness and lack of accomplishment. The significance of this three‐dimensional model is that it places the individual stress experience within a social context and involves the person’s conception of both self and others.”

Employee burnout affects every aspect of your organization and can be contagious. Burnout leads to higher turnover, lower employee satisfaction, more used sick days, and a decline in productivity, performance, and quality of work. Burnout touches both in-person employees and those who work remotely. Finding ways to support employees through mental health care and programs that support the reduction of stress can significantly reduce burnout. The Aflac report noted the following startling statistics:

• Mental health negatively affected the job performances of half (46%) of the U.S. workforce in the past year — a significant increase over 2021 (34%).
• More than half (51%) of employers recognize that employee mental health issues have affected their businesses over the past year.
• 80% of employees state that mental health coverage is critical, yet only 61% have access to mental health care as part of their benefits package.

So, what can you do to prevent employee burnout? Prioritize well-being and stress management by providing resources to your team. Here are 2 suggestions for you to implement in the new year:

1. Place focus on building relationships – strong relationships can help employees constructively deal with work-related stress. Implement specific time and space for this to organically happen within your organization. Foster a sense of social belonging. Research has found that such relationships at workare associated with lower psychological distress, an indicator of poor mental health (Harvard Business Review). This could be as simple as a weekly company-sponsored (or pitch-in) lunch where employees are encouraged to share stories of successes and ask for input for problem-solving.
2. Prioritize the care of emotional and physical health – A simple start is to prioritize physical and psychological safety in the workplace. Make your office a place that encourages rest, normalizes support for mental health. Make sure your office climate matches your corporate philosophies and values related to diversity, equity, and inclusion. Offer health-related resources to ensure your team has the tools they need to improve their well-being. This could be access to mental health insurance benefits. If your organization does not offer insurance benefits, offer help to employees to get health care coverage.

According to SHRM’s 2022 Employee Benefits Survey, 41% of employers provide wellness resources and information. If you need help creating a wellness program as part of your overall benefits package, TalentSource’s Human Resource Consultants can help. Let’s start talking about that today, we can be reached at (574) 968-8676 or via email at contact@talentsourcestaffing.com