Recent research shows that almost half to two-thirds of employees are feeling burned out on the job, putting a rising focus on mental health in the workplace.
The alarming employee burnout numbers include:
“Those dire statistics have pushed mental health to the forefront at organizations and served as a rallying cry for employers, with many adding programs and benefits to help,” wrote Kathryn Mayer in Human Resource Executive.
"After enduring more than a year of long hours and little time off, many workers are feeling burned out and need a break to relax and refresh," said Paul McDonald, senior executive director at Robert Half. "Running on empty can have a negative effect on employees' mental health and well-being, and managers should make it a priority to encourage their teams to enjoy a well-deserved vacation."
While the pandemic has exacerbated employee burnout, mental health in the work environment was an important topic long before COVID-19 and employers will need to be aware of and address mental health workplace issues long after coronavirus has faded.
“I think it’s important to note that this is not an issue that will be solved with a single initiative,” Dan Healey, head of HR at SAP, told Human Resource Executive. “To prioritize mental health means to support employees for the long-term and continue to adopt benefits and initiatives that reflect their needs.”
The World Health Organization defines employee burnout as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”
“Employee burnout doesn’t happen overnight,” Heidi Lynne Kurter writes in Forbes. “It’s a series of triggers that occur over time causing even the most passionate employee to become disengaged.”
Kurter says employers should look for the following employee burnout warning signs:
The Centers for Disease Control and Prevention (CDC) says that “the workplace can be a key location for activities designed to improve wellbeing among adults.”
CDC research shows that mental illnesses such as depression are associated with higher rates of disability and unemployment:
CDC says the workplace is an optimal setting to create a culture of health and employers can take the following actions to address mental health issues:
Forbes reported that a Visier survey found “more than two-thirds (70 percent) of employees said they would leave their current job for a different one that offered comprehensive resources, benefits, support or policies intended to reduce burnout.”
According to the survey the benefits that would most help employees the most:
“Our data indicates almost all employees struggle with burnout from time to time, so it’s crucial to have the right policies, processes, and technologies in place to support them,” the survey authors said.
General policies should include setting work/life boundaries and emphasizing exercise, sleep, and other stress-reducing activities.
Human Resource Executive polled HR leaders and found these strategies being utilized:
According to the article: “Mental health benefits and programs, as well as benefits that take direct aim at common pain points that affect employees’ mental health—like caregiving support, financial wellness programs and more—can be beneficial, experts say.”
Contact Dean & Draper today to find out how we can help your company offer a customized, competitive employee benefits solution that offers the best terms and coverage for both you and your employees.
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