Employee burnout has become a growing concern in recent years with more and more workers reporting feelings of exhaustion, cynicism, and reduced professional efficacy. Burnout not only negatively impacts employee well-being but also affects organizational performance, productivity and worst, the customer experience. Employee burnout is defined as a state of physical, emotional, and mental exhaustion caused by prolonged exposure to stressful work conditions. It is characterized by feelings of cynicism, detachment from work, and reduced professional efficacy. Burnout is a serious problem that can lead to negative outcomes for both employees and banks, including absenteeism, turnover, and reduced productivity. According to a Gallup study, employee burnout has become increasingly common in recent years, with 23% of employees reporting feeling burned out at work often or always. The study also found that burnout is more common among millennials than other generations, with 28% of millennials reporting feeling burned out at work often or always. So what are the causes of employee burnout? There are many factors that can contribute to burnout, including workload, job insecurity, lack of autonomy, and poor management practices. Employees who feel that their jobs are at risk are much more likely to experience burnout than those who feel secure in their positions. This is because job insecurity creates a sense of anxiety and stress that can be difficult to manage. Lack of autonomy is another factor that can contribute to employee burnout. Employees who feel that they have no control over their work or are micromanaged are much more likely to experience burnout than those who have autonomy over their work. Poor management practices are also a significant contributor to employee burnout. Managers who are not supportive, do not provide feedback, or do not recognize employee contributions are much more likely to have burned-out employees than those who do provide these things. So, what can organizations do to prevent or alleviate employee burnout? According to Gallup, there are several things that organizations can do, including: 1. Addressing workload issues: Organizations should work to ensure that employees have a manageable workload and that they are not overwhelmed with tasks. 2. Providing job security: Organizations should work to provide job security for their employees and to communicate clearly about the stability of their positions. 3. Offering autonomy: Organizations should provide employees with autonomy over their work and encourage them to take ownership of their tasks. 4. Providing support and recognition: Organizations should provide support to their employees, including feedback and recognition for their contributions. 5. Encouraging work-life balance: Organizations should encourage employees to maintain a healthy work-life balance, including taking time off when needed and avoiding overwork. In conclusion, employee burnout is a serious problem that can negatively impact both employees and organizations. By working to alleviate and prevent burnout, organizations can create a healthier and more productive workplace for their employees. n If your employee turnover is high, contact Connie West, Gallup Certified Strengths Coach and Regional Vice President, from The James Paul Group at cwest@jamespaulgroup.com or toll-free at 877-584-6468 to see if a tailored engagement approach could be right for you. The James Paul Group, enhancing the performance of your most valuable asset: your people! By Connie West Regional Vice President, The James Paul Group, ICBC Associate Member BY WORKING TO ALLEVIATE AND PREVENT BURNOUT, ORGANIZATIONS CAN CREATE A HEALTHIER AND MORE PRODUCTIVE WORKPLACE FOR THEIR EMPLOYEES. INDEPENDENT REPORT | 19
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