A HR publication, HR Daily, released an article this month on the rise in burnout causing serious health issues in the workplace. In the first quarter of 2022 we have helped multiple businesses navigate this minefield.
The reality is that individuals and businesses have had to navigate very challenging times – from a pandemic that has resulted in ongoing changes within businesses and resourcing constraints as a result of a number of things from loss of work to dealing with staff impacted by the virus, to more recently – the floods which has devasted many homes and businesses.
The stress of dealing with how a business is impacted can sometimes mean our attention is elsewhere. These events alone are enough to test the most resilient of us however there is a need to make sure we are continually checking in on team members to understand how they are doing and what support they may need. When stress and emotions are heightened work that was perhaps manageable can become unmanageable and more difficult to navigate.
In some organisations more than 50% of employees will experience symptoms of burnout referring to emotional and intellectual exhaustion. Some typical factors that contribute to burnout in a work setting are lack of workplace culture, feeling undervalued, lack of community amongst colleagues, feeling disconnected from their work.
Burnout may lead to some very real health concerns such as diabetes, high blood pressure, anxiety and insomnia. This may stem from a sense of feeling demotivated, not wanting to exercise, eat nutritious meals or take care of your own wellbeing. It can become just a fight to cope.
In May 2019 the World Health Organisation recognised burnout as a serious health problem and finally classified it as a mental condition. From an organisational perspective burnout can cost you dearly. Employees are more likely to take sick leave, or even look for another job increasing your turnover, recruitment costs, and reducing your revenue.
Burnout is simply a condition that no one is immune to.
So, what can a company do to help combat escalating cases of burnout?
Create a caring and supportive environment
Encourage staff to take regular breaks from their desk, to not take work home in the evenings and to approach their manager if they are feeling overwhelmed. Promote a healthy work schedule, if as a manager you tend to work long days make sure your staff know that it’s ok for them to leave, burning the midnight oil on a regular basis is not productive for anyone.
Follow an open-door policy and schedule regular catch ups with your team members. Be honest and transparent and encourage communication about life rather than just work. Diving straight into task orientated conversations can leave an employee feeling more like a number and less like a person, which can overall instil heightened levels of pressure and disconnectedness.
Consider your resources
Often dedicated employees work harder and harder, unwilling to turn down requests for help. Take time to review whether you are staffed correctly, would you benefit from an additional resource? Neglecting to resource correctly will leave employees picking up the slack and productivity taking a hit.
4. Consider EAP
If you do not have an Employee Assistance Programme (EAP), consider researching these. Many EAP providers offer monthly wellbeing initiatives focussed on different factors such as nutrition, exercise, and sleep. They provide multiple tools including webinars, fact sheets and videos that can help employees refocus on wellbeing.
If an EAP isn’t for you, or if you want to heighten your wellbeing initiatives consider a dedicated Health Ambassador. This person would be a volunteer within your organisation responsible for review wellbeing initiatives that could be incorporated each month, such as a lunch time walk club, yoga sessions, or a fruit box delivery. Small gestures that give wellbeing a place in your company culture.
Burnout will always exist but by following some of these simple guidelines it may help to prevent burnout within your team. The more you care for your employees, the more your employees will care for the company. After all an organisation is only as healthy as the people who work for it……
In the current climate giving an additional week’s personal leave upfront may just get the candidate across the line.
What we know right now is that Covid will likely hit every business in the near future and employees know they will need personal leave to cover when they need time off work due to illness.
Thinking outside the box is not a new thing for business, but the speed and regularity of having to do so is moving more quickly than ever, in line with the rapid changes of the epidemic this weary world now faces.
As we begin the New Year facing such enormous staff shortages, what can business do that may have an impact on a candidate moving to your business? Personal Leave is an important entitlement that so many of us have appreciated over the years. We feel secure knowing if we get sick, or we need to care for our loved ones, we will have our accrued personal leave we can rely upon. This is leave that we accrue over time, and after 12 months we have accrued 10 days personal leave, which continues to accumulate year to year. It instils confidence knowing there is accrued leave waiting for you just in case you need it.
Now with the rapidly increased rates of Covid and the sweeping likelihood of getting it we know we are going to need our personal leave. However, what happens when you start a new job and have no accrued leave to fall back on? You start afresh, and you commence accruing leave all over again. It starts to beg the question for employees, “Why would I leave this job knowing I have accrued personal leave in my current role and to start a new job and I will have no sick leave to rely upon when I get sick with Covid?” Which with the current rates, is very likely?
What if you could offer them some of that security? The idea of offering 5 days personal leave upfront to your new starter may just make a difference to them coming to work for you. It may be the difference between a ‘No’ or a ‘Yes’ when you offer employment to your candidate. For someone on a base of 60K per year, it represents just over $1150 for the week.
Quite simply, you provide a type of insurance to the employee, a bit of a safety net that may help them to cross the line and accept a role with you.
Employing people right now is exceedingly difficult and we all know that. Thinking about innovative ideas to help you secure staff is something you cannot afford not to do.
As the New Year is now upon us Our HR Team will continue to look at ways, we can make positive contributions for your business.
Workplace mental health is costing Australian businesses billions of dollars each year - yes, every business needs to do something to address this! As we finish recent World Mental Health Day celebrations, and with Queensland Mental Health Week now also in full swing, it is pertinent to evaluate the impact on mental health over the past year, with HR Daily recently publishing some sobering findings.
A majority High Court has upheld the appeal and overturned the ruling handed down by the Full Federal Court in August 2019. This now means that employers can revert to the historic way of calculating personal/carer’s leave: full-time employees are entitled to 10 days per annum and part-time employees receive a pro-rated amount based on their ordinary hours of work.
The Full Federal Court of Australia handed down a decision on 21 August 2019 that dealt with the accumulation of Personal/Carer’s leave (also known as Sick Leave). Full-time and part-time employees are now eligible for 10 working days of paid Personal/Carer’s leave for each year of service. This means that the annual amount of Personal/Carer’s leave received by part-time employees is no longer pro-rated based on ordinary hours worked.