It’s no surprise that your employees might be feeling mentally exhausted and strained, especially with the impact of COVID-19 over the past couple of years. According to a recent study, nearly a quarter (23%) of employees reported feeling burned out during work very often or always, while an additional 44% reported feeling burned out sometimes.1
Below are some effective employee listening strategies that will keep your staff engaged and happy whilst at work:
Have you properly checked in with your staff? This will help you to understand what stresses your employees are under. For example, they may be feeling that their workload has increased dramatically during the pandemic; they may be feeling that their hours are too long or are anti-social; or they may be affected by staff shortages and low morale. To avoid these stresses, it would be advised to connect with your workforce via staff surveys or dedicated 1-2-1s.
Once you understand the pressures, you can then see what you can do to help improve them. This might mean trying to recruit more staff, looking at what flexibility you can offer – for example, flexible working. Workloads and targets may need to be assessed. These work pressures should then continue to be monitored by management.
But how do you prevent your employees from burning out? Following these advisory tips can help:
https://www.marshcommercial.co.uk/articles/are-you-ready-for-the-hybrid-workplace/
If the resources are available, think about whether employee benefits can be increased to make employees feel valued. For example:
Encourage employees to ensure they take all their annual leave. If you can, try to avoid limiting the times they take leave, or creating a culture where taking leave is frowned upon or made difficult. For example, can you make it easy for work to be redistributed to minimise stress before and after leave?
A supportive work setting that helps employees with mental health issues will undoubtedly see higher staff retention. Some examples of the support companies could offer could include:
We hope you found the information in this article helpful. As part of our continued commitment to support wellbeing, if you would like to learn more about any of the topics discussed, or are looking for support around risk management or employee health and benefits, please get in touch or speak to your Marsh Commercial advisor.
Sources
1. https://www.itagroup.com/insights/employee-burnout-warning-signs