Linked: Employee burnout is a warning sign — about your organization
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Linked: Employee burnout is a warning sign — about your organization

If you are seeing more and more people in your organization, or on your team, talking about stress, burnout, or just leaving, the solution is not a Zoom yoga session, or newsletter tips about how employees can better handle stress.

The problem is coming from inside the house, as they say in the movies.

Shared Links (weekly) July 3, 2022

Shared Links (weekly) July 3, 2022

Linked: 5 Simple Ways to Do More for Your Employees’ Mental Health This Week
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Linked: 5 Simple Ways to Do More for Your Employees’ Mental Health This Week

The reason I wanted to focus on this is that it can also be very easy to underestimate how much time people are spending on their work when the work is being done remotely, or in a hybrid situation. Even in the legal or consulting worlds where many of us are billing our time, or at least tracking time worked on projects, it’s not telling you the whole story. There is a lot of time spent on miscellaneous tasks that are getting lost in whatever tool you’re using to track the amount of time worked.

It’s the 15 minutes I logged in to check my schedule before accepting a handful of meeting requests before heading to bed. The time spent clearing out the inbox over my first cup of coffee, or answering questions for a newer coworker, it’s all very likely to not show up in the “official” time because it happens, and then we forget about it.

Do you know how much time your people work without considering it time worth tracking? Do you know how much those little interruptions add to the overall stress levels?

Linked: Addressing employee burnout: Are you solving the right problem?
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Linked: Addressing employee burnout: Are you solving the right problem?

Kudos to McKinsey for the research, but really just for the first line of this paragraph:

“As an employer, you can’t “yoga” your way out of these challenges. Employers who try to improve burnout without addressing toxic behavior are likely to fail. Our survey shows that improving all other organization factors assessed (without addressing toxic behavior) does not meaningfully improve reported levels of burnout symptoms. Yet, when toxic behavior levels are low, each additional intervention contributes to reducing negative outcomes and increasing positive ones.”

Linked – Work burnout rises despite company investments in mental health
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Linked – Work burnout rises despite company investments in mental health

Yeah, remember all that took about being flexible for single parents, the diversity and inclusion projects we talked about kicking off, the efforts we were going to make on remote work to help us be more inclusive? Turns out that required some hard work we weren’t really interested in doing. They see this, they know it, and they are going to look for a place that is better. They no longer trust you.

Who will you be left with when everyone who wants better leaves for it?