Last year, an international survey of 726 HR practitioners revealed a shocking statistic - 42% of them were suffering from the debilitating effects of burnout and exhaustion due to an excessive workload.‍
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A groundbreaking WHO research report, "Mental Health in the Workplace" highlights the vast financial impact of burnout and mental health challenges in the workplace, which can lead to an annual loss of $1 trillion in productivity globally.

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Why should we be concerned about burnout in the workplace?

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Burnout has become a significant problem for today's workplace, with statistics from On purpose with Jay Shetty's Podcast Episode showing that 57% of people who are burned out report being less productive in the last 12 months, and 47% report producing lower quality work.

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This year, burnout has risen to 34.07%, and with workplace stress estimated to be the 50th biggest cause of death in the US, we must act now to help prevent further cases of burnout.

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If you are concerned about stress, pressure, or burnout, then this blog is here to help you and your company take steps to create a healthier, more balanced work environment.

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4 Leading Causes Of Burnout In Workplace
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          1. Insufficient Reward
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When an employee is not receiving sufficient rewards in proportion to the amount of effort and time they are investing, it can lead to a sense of their effort being undervalued.

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As a manager, it is important to understand what needs to be done in order to make an employee feel appreciated. This could include asking for a raise or promotion, providing more positive feedback and devoting more face time to their supervisor, or enabling them to take advantage of rewards already earned such as taking comp time. Assessing the different rewards available to employees and working with them to identify the ones that will be most valuable is essential in helping them feel more fulfilled and motivated. - Rebecca Knight, Harvard Business Review.

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At Forbes, John Rampton shares Maslach's six mismatches with suggestions on how to avoid professional burnout - “If you're lacking in any of these three areas - monetary, social, or intrinsic rewards - you're more likely to feel dissatisfied with your work and may be more susceptible to burnout”.
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          2. Work-life balance
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In a recent study, it was concluded that people who feel that they have a work-life balance work 21% harder than those who don't.

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Burnout can often be attributed to excessive workloads, with people's physical and mental health being detrimentally affected due to a lack of rest and recovery time. However, telling people to simply ‘stop working’ can have damaging effects, making them feel like their initiative or drive is being punished. Therefore, HR managers need to take a more proactive approach to aid their employees with this issue.

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This could include implementing a four-day workweek, encouraging short walking breaks, identifying low-priority goals, and providing support when unexpected needs arise while fostering open and honest communication. By implementing these steps, HR managers can reduce the workload and stress of their employees and protect them from potential burnout. - Jill Suttie, Greater good.

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           3. No Communication Channels
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According to my well-being index, an efficient system of communication across all levels of staff is integral to an organization's success. Establishing periodic meetings and emails will enable every employee to be part of the decision-making process and keep them informed.

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Additionally, assessing the reasons behind employee burnout can help to avoid any future impediments, while enhancing the staff's output and enthusiasm. Investing in a communication infrastructure will enable the organization to progress toward a successful future.
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           4. Poor Sense of Community
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The work environment is significantly impacted by the support and trust among colleagues and clients. Even though we can't always choose who we interact with, there are measures we can take to improve these relationships. We can foster a more positive dynamic by simply making an effort to have conversations, offering genuine compliments, and delivering constructive feedback respectfully.

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The key is to remain respectful and non-judgmental when delivering difficult messages. To boost team morale, and ultimately your individual engagement, take initiative and start fostering those relationships. However, if the group's relationships cannot or will not be improved, a job change may be the only option. - Elizabeth Grace Saunders, Harvard Business Review.
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According to the global survey report shared by Workday in an article made by Blaise Radley 1,150 senior executives “Closing the Acceleration Gap: Toward Sustainable Digital Transformation,” 39% of CEOs said that cultural barriers were their biggest transformation blocker. Dissolving those barriers involves creating a closer-knit community.
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The importance of HR Technology in the workplace

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The recent Deloitte survey of 1,000 full-time employees has exposed the detrimental impacts of workplace burnout. An alarming 77% admitted to feeling burnt out while 99% of those surveyed identified unmanageable stress and frustration as an undermining factor to their job performance. Moreover, 83% highlighted the adverse impact burnout has on their personal relationships.

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According to Knowledge City, HR technology is a valuable asset for employers to help reduce employee burnout in the workplace. Simple changes such as emphasizing the importance of taking time off, providing a helpful employer assistance program, managing absences properly, and recognizing and rewarding employees can have a great impact on employees' overall well-being. By incorporating these strategies, HR technology can ensure a happier, more productive workforce.

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I’m an HR Manager, what can I do about this?

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As a Human Resources Manager, it is critical to recognize when an employee is struggling with job stress and potential burnout. Providing employees with the proper resources and education can aid in the prevention of burnout and offer helpful treatment options. With more workers relying on their employers for support, it is increasingly important for leaders and managers to take into consideration the needs of their teams and make them feel heard.

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EMOTAI is a comprehensive burnout solution that is customizable and scalable with easy onboarding and has been shown to reduce burnout risk by 30% while increasing productivity by 50%. The solution utilizes the latest neurotechnology and AI tools while prioritizing the privacy of participants, providing a research-backed way of detecting and managing burnout.

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What is EMOTAI's contribution to fighting burnout?

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EMOTAI wants to bring awareness and free resources to help fight the stigma around burnout. We provide a FREE anonymous burnout assessment tool for your company. Just sign up here and find out how many people in your company are at risk of burnout.

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We also have a free State of Burnout in 2022 Report where we talk about the leading causes of burnout and whether hybrid or remote work is better for preventing it.

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