Employee Burnout is a Complex Problem — But It Doesn’t Have to Be
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An organization’s success depends on retaining an engaged, skilled, and productive workforce. But with so many variables that can influence engagement efforts and retention rates, how do you know where to focus your energy? Join our upcoming webinar, Employee Burnout is a Complex Problem — But It Doesn’t Have to Be, to find out how creating a culture of awareness around burnout, engagement, and fatigue can help you develop, manage, and retain a high-performing workforce. During the webinar, experts from Aptitude Research Partners and Kronos® will share: NEW research on best practices for managing employee burnout The steps leadership should be taking to improve retention rates The engagement initiatives and technologies your employees REALLY want Accelerate engagement and prevent burnout. Join us for the webinar that will give you actionable strategies to improve employee engagement — and retain your top performers to deliver bottom-line results.
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Employee Burnout is a Complex Problem — But It Doesn’t Have to Be
- 2. Agenda • The Context for Burnout • Three Strategies • Key Takeaways
- 3. LESS IS THE NEW NORMAL June, 2001April, 2011 © 2016, Ap5tude Research Partners
- 4. DEFINITIONS F A T I G U E Shorter-‐term condiAon that can typically be cured with Ame off, relief from some duAes, or a change of rouAne B U R N O U T A more serious, longer-‐ term issue that may cause sufferers to feel they are at their wits’ end, unsure where to go for help, and disengaged from their tasks and the organizaAon © 2016, Ap5tude Research Partners
- 5. IS BURNOUT A CONCERN FOR YOUR ORGANIZATION? Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 67% of organizations have experienced productivity or quality issues due to employee fatigue and burnout © 2016, Ap5tude Research Partners
- 6. MOST SIGNIFICANT DRIVERS OF BURNOUT ENTERPRISE ORGANIZATIONS (1000+) Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents rating as significant © 2016, Ap5tude Research Partners
- 7. THREE KEY STRATEGIES Balancing Consistency with Flexibility Managers as Models UAlizing Technology – Wisely
- 9. MOST LIKELY TO REDUCE BURNOUT © 2016, Ap5tude Research Partners Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
- 10. TOP DRIVER OF WORKFORCE MANAGEMENT TECHNOLOGY ADOPTION Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388 © 2016, Ap5tude Research Partners Improving Workforce Productivity through Better Scheduling
- 11. Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388 © 2016, Ap5tude Research Partners FLEXIBILITY DRIVING ENGAGEMENT
- 12. ENGAGEMENT HAS REAL BUSINESS IMPACT Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 13. Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388 © 2016, Ap5tude Research Partners 55% more likely to indicate they had higher than industry average levels of engagement ORGANIZATIONS OFFERING SHIFT SWAPPING 53% more likely to indicate they had below-average turnover for their industry
- 14. WHO’S AVERAGE?
- 15. THOSE WITH AUTOMATED SCHEDULING SOLUTIONS 1.6 times more likely to cite engagement levels above industry average 1.8 times more likely to have below industry average turnover rates 81% more likely to have better customer retention than industry competition Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 17. PERCENTAGE OF ENTERPRISE WORKFORCE CURRENTLY IMPACTED BY BURNOUT Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Enterprise defined as 1000 employees and above © 2016, Ap5tude Research Partners
- 18. EXPERIENCE IS EVERYTHING 60% of companies have executive level oversight of client experience Yet only 37% have an executive level role focused on workplace culture and employee engagement Source: Aptitude Research Partners. Hire, Engage, Retain Study, 2016. N=367 © 2016, Ap5tude Research Partners
- 19. Culture is really a set of behaviors that are rewarded or discouraged by the people and processes within an organization
- 20. WHERE BURNOUT IS HAVING THE GREATEST IMPACT Under 250 250-2500 Over 2500 Overall productivity Turnover Overall productivity Customer service Innovation/competitive advantage Employee engagement Turnover Customer service Turnover Ability to recruit top talent Employee engagement Customer service Employee engagement Employer brand/online reputation Employer brand/online reputation Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 21. BURNOUT IS CONTAGIOUS 66% Organizations with above average levels of burnout were More likely to lose top performers than their competitors Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 22. FOCUSED ATTENTION CAN REDUCE TURNOVER Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 23. Beware of Best Practice
- 25. SCHEDULING SOLUTIONS DRIVE CONSISTENCY Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 26. Organizations with manual scheduling were 12% more likely to indicate that they experienced productivity or quality issues due to employee fatigue and burnout Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 © 2016, Ap5tude Research Partners
- 27. 3 KINDS OF CONSISTENCY • Predictable schedules – following a consistent paPern • Schedule changes – adding or dropping shiQs aQer a schedule is posted • Schedule availability – upcoming schedules are posted at predictable intervals
- 28. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners
- 29. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners
- 30. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners Schedule Consistency: 2x more likely Avoiding Changes: 43% more likely Consistent Availability: 174% more likely to have a highly engaged workforce
- 31. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners
- 32. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners
- 33. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners
- 34. AND CONSISTENCY DRIVES PERFORMANCE Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance © 2016, Ap5tude Research Partners
- 35. WHERE WORKFORCE DATA IS USED © 2016, Ap5tude Research Partners Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
- 37. KEY TAKEAWAYS • Burnout has impact beyond the individual. • Managers Macer. • Use technology to balance consistency and flexibility.
- 38. THANK YOU – QUESTIONS? M O L L I E L O M B A R D I M O L L I E @ A P T I T U D E R P . C O M @ M O L L I E L O M B A R D I