In a highly competitive talent market, attracting top quality candidates is challenging enough. You use the best recruiting tools to find the best employees, but what if one of your top performers suddenly quits? Is company culture to blame? Or is the real culprit employee burnout?
Stop losing your most highly motivated employees! Read our top picks on how to prevent employee burnout in your organization:
1 in 5 Highly Engaged Employees Is at Risk of Burnout
Every HR department is looking for highly engaged employees. But as authors Emma Seppala and Julia Moeller note, highly engaged employees may also be at risk for high levels of stress
Companies may be at risk of losing some of their most motivated and hard-working employees not for a lack of engagement, but because of their simultaneous experiences of high stress and burnout symptoms.
Finding the optimal level of employee engagement is a crucial step in avoiding burnout. Read more.
How to Prevent Burnout with Empathy
Authors Annie McKee and Kandi Wiens know that burnout is a serious issue facing the modern workforce. But they also realize that leading with empathy can help to reduce workplace stress and mitigate the symptoms of burnout
Research shows that expressing empathy produces physiological effects that calm us and strengthen our long-term sustainability. So not only do others benefit from our empathy, we benefit, too.
Practicing self-compassion and actively showing empathy towards fellow employees are two ways to break the burnout cycle. Read more.
Don’t Lose Your Top Employees Because of “Brownout”
According to author Sydney Lucken, employee brownout is 8x more prevalent in the modern workforce than employee burnout
Unlike burnout, which is a sudden state of temporary exhaustion, brownout can have long-term lasting effects on a persons professional and personal life. The main reason why brownout is so problematic is because workers afflicted by it are not in obvious crisis, meaning that it is not always noticeable to the naked eye that your employees are in this overwhelmed and disengaged state. As a consequence, many employers are shocked when their top performers abruptly resign and jump ship to a new employer.
Managers should know how to spot the signs of brownout, and actively address its effects with three key strategies: challenge, development, and reward. Read more.
A highly engaged workforce starts with an engaging hiring process (powered by an easy to use ATS). If you want to attract highly engaged employees, start with an engaging job description.