The growth in economy over the past years, while very commendable, has in fact put undue pressure on the entire world’s workforce. With a higher demand for talent, skills and experience as well as higher expectations from clients and employers, employee burnout is a reality for corporations, small businesses, non-profit organizations and institutions everywhere.
The burning question though is, who is responsible for employee burnout?
While employee burnout has always passed as an individual employee’s problem, recent studies have shown that this is rarely the case. Human resource personnel from all over the world have actually discovered that companies’ administrators and employers are to blame for this predicament that affects up to 95% employees across the globe.
What exactly causes burnout in employees?
No matter how motivated an employee is, overloading them with work does kill their creativity and ability to work to perfection. When faced with a huge workload, the employee will be overwhelmed and stressed up because they cannot accomplish their set targets in time. Most companies in this era expect the employee to work without complaint with the promise of a promotion or pay rise, which leads to overwork and in turn, burnout and a less productive workforce. In fact, the higher your rank at the workplace, the more responsibilities that will be assigned to you. Employers can try to reason out with their employees on how much work is enough to be done within a set period for optimal results at the workplace.
Ambiguity and conflict of roles
This is mostly evident in smaller companies that are trying to save on resources by employing fewer professionals. For instance, a startup founder may have to juggle from being a manager, CEO and human resource personnel while his accountant also acts as the company’s secretary and marketer. This can only lead to conflicts in terms of the tasks they should tackle. This will definitely lead to long and ambiguous to-do lists that are overwhelming and may never be completed.
Positive feedback to work well done is one way to motivate any employee. Lack of awards, pay rises and benefits that measure up to the employee’s achievements will surely demotivate anyone. Unfortunately, for most companies, poor motivation always goes hand in hand with overwork which is a sure bet for cynicism, exhaustion and inefficiency at the workplace.
Lack of resources
As much as employees should always be ready for a challenge, when it comes to lack of resources, this rule may not apply. In this case, resources include appropriate tools and equipment for effective job execution. If these are not available at the workplace, employees will be required to put extra effort in ensuring that their goals and objectives are achieved which will eventually lead to diminished interest in their careers as well as physical and mental exhaustion.
Companies can prevent and solve employee burnout with ease by having companies and their respective stakeholders employ enough employees to perform company duties. Employers should assign every employee challenging but not overwhelming tasks to prevent exhaustion, while allowing them to put their creativity to good use. The company should offer sufficient emotional and financial motivation to encourage productivity, and it should ensure appropriate resources are present for this same reason.
Lastly, it is always therapeutic to give employees a chance to be part of the decision making process as they get to raise their views and ideas that will help reduce employee burnout and increase productivity.