• Andrew Naugher

Flatten The Curve on Burnout

Employee burnout is easy to understand but is it impossible to resolve?


As The Great Resignation grows, burnout isn’t far behind. As companies contend with what feels like constant change, employee well-being remains top of mind. Yet while executives largely claim to understand what’s ailing the employee experience, doubt remains.


The study by Predictive Index asked executives whether they understand what’s driving burnout in their organization. While the majority seem to have a grip on the situation, an astonishingly high 15 percent either disagreed or were neutral on the subject. That will lead to serious long-term issues for those companies and their management.


Virtually any worker can suffer from burnout, but the most common factors include working with people, working in high-stress situations, and not maintaining a work-life balance.

  • 57% of workers feel they are required to give 24/7 accessibility to their employers.

  • Employees who feel unsupported by their managers are 70% more likely to experience burnout.

  • Employees are 70% more likely to succumb to burnout when faced with unreasonable time restraints.

  • Employees struggling with burnout are 63% more likely to take a sick day and 23% more likely to visit the ER.

Some of these red flags noted below have been mention in our previous posts, so it’s no surprise these issues are not created in a vacuum but part of a larger trend that’s feeding into the Great Resignation/Reshuffle. However, while many people see remote work as a panacea for the new office, the data proves it can also feed into this growing sense of burnout.

  • During the pandemic, 61% of remote workers found it difficult to “unplug” during non-work hours.

  • Worry and stress levels were significantly higher for remote workers than non-remote workers throughout 2020.

  • 70% of remote workers said they were also working weekends.

While there’s always the negative statistics, at AMP we’re digging deeper into the data to see how these can turn into positives to remedy this situation in order to optimize your talent and keep business working at peak efficiency. For instance:

  • Flexible working hours

  • Encourage time off and offer mental health days to help combat burnout.

  • Leadership assists in managing workload.

  • Create strong allies at work.

If organizations can pinpoint and address the cause of employee burnout, solving it has a higher degree of potential success. Engagement should always be a priority, but in a candidate’s job market—one where there are three jobs for every two people—it’s mission-critical.



(While executives largely claim to understand what’s ailing the employee experience, doubt remains. The study asked executives whether they understand what’s driving burnout in their organization. Source: Predictive Index.)


News AMP is Following

Leaders tackling burnout are vested in their employees and business

https://bit.ly/3LnQ1zR


The Manager's Role In Burnout Prevention

https://bit.ly/3ippcyG


To Retain Women, Workplaces Need To Fight Burnout

https://bit.ly/3itON9z


How Stress Reduction and Employee Well-Being Can Improve Productivity and Retention

https://bit.ly/3NdnZIU


Fun Fact of The Week

The first stroller was engineered to be pulled by a goat (or animal of similar size)

William Kent, a landscape architect, invented the first stroller for the third Duke of Devonshire in 1733. But upper-class parents were hardly expected to put effort into transporting their children around, so Kent designed his model to be pulled by a small animal, like a goat.



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