FACE to FACE WITH EMPLOYEE BURNOUT
Burnout is chronic workplace stress that has not been successfully managed (World Health Organization)
82% of employees report feeling burned out at least some of the time.
25% of employees say that they feel burned out often or always.
SIX ROOT CAUSES OF BURNOUT
WORKLOAD
Does work demand exceedreasonable available time?59% say they at leastsometimes have anunmanageable workload.
AUTONOMY
Do employees have some input into their job functions?
Involving employees when defining job roles improves well-being and reduced burnout.
COMMUNITY
Do employees feel supported by their peers and management?
Promoting peer support or affinity groups can help.
APPRECIATION
Are employees recognized for their contributions?
28% say that they do not often receive reward or recognition for their work.
FAIRNESS
Do employees perceive the organization's culture to be fair and equitable?
14% say they have been treated unfairly at work.
VALUES
Are the employees values aligned with those of the organization?
Misalignment of values increases the risk of employee burnout.
Visit heart.org/workforce to learn more and complete the Workforce Well-being Scorecard to see how your organization measures up.
*All data sourced from an online survey in the United States conducted by Harris Poll on behalf of the American Heart Association among 5,055 US adults aged 18+ who are employed full-time or part-time. The survey was conducted between April 13 and May 10, 2023.
THE GOOD NEWS
Among organizations that implemented all nine of AHA’s recommended burnout prevention policies, 91% of employees reported positive workplace well-being, compared to only 51% of employees at organizations with no policies in place.
9 BEST PRACTICES TO BEAT BURNOUT
Connection to Organization:
Define clear roles & responsibilities
Promote employee resource groups
Regularly assess workloads
Connection to Role:
Regularly assess skill and task alignment
Offer a training path for skills, leadership and career development
Allow input on their job design, where practical
Connection to Well-being:
Promote overall employee health and well-being
Ask if employees feel supported in their health and well-being
Foster a culture of rest and recovery
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