HR professionals know what’s being called The Great Resignation is here.
Turnover was at a record high in April, and it’s not slowing down.
The #1 reason cited? Burnout.
Companies aren’t doing enough to prevent or address burnout, which pushes their people to find an organization who does.
As an executive, HR professional, or leader, you know #burnout is impacting your workforce. What are you doing about it?
* If you aren’t aware of it, take the time to explore it within our organization, because it’s impacting your workforce at every level and increasing turnover.
In order to ensure your company doesn’t continue to face the tsunami turnover, ensure you’re preventing and addressing burnout.
Here are some ways to do that:
1. Invest in a burnout program: Burnout happens over the course of time, and strategies to prevent it also need to be implemented over time. A system that is customized to the needs of your organization, leaders, and workforce will create long-term, impacting results. Ask me about my program.
2. Be proactive: Don’t wait any longer. Now is the time to help your people with burnout. If you don’t, it’s only going to get worse, and your turnover will continue to increase. Burnout starts about 12-18 months into a job. Implement tactics in your onboard training and practices to help new employees prevent it.
3. Talk about it: Have conversations with your people around their stress and overwhelm. Share when it’s happened to you and what you did that helped. Start your meeting with a two-word check-in, so your people have a moment to pause and ask themselves how they are feeling, and so you can keep your finger on the pulse of how they are doing too.
4. Conduct a survey: Let your people know you care about them as a whole person and not just a worker. Send out a survey asking: What’s working, what’s not working, what do we need to do differently, where are there opportunities for improvement. When employees know you care and are taking care of them, they will stay longer, reducing your turnover.
5. Create more fun at work: Fun and work aren’t mutually exclusive. The more fun people are having at work, the more they want to be there and stay longer. They want to enjoy the work they do and the people they do it with. Create games, appreciation days, and meetings that celebrate their successes. Fun also recharges their brains and allows them to be more productive and focused.
Do you want to reduce your turnover?
Are you ready to help your people with burnout?
Do you desire a happy, healthy, thriving workforce and culture?
If you said Yes, book a call with me HERE and let’s chat about how my #burnoutprogram can help your people prevent and break through burnout.
