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Exploring the Relationship Between Employee Burnout and Staff Turnover

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Employee retention is on every HR leader's mind, with 95 percent admitting that burnout has a negative effect on their ability to retain their workforce. The research study by Kronos Incorporated and Future Workplace also found that burnout could be responsible for up to 50 percent of turnover. Organizations have a major dilemma on their hands and they need to address the burnout symptoms that lead employees to leave their teams. The following reasons are why burnout results in turnover. 

[RELATED: Find out everything you need to know about employee well-being.]

Heavy Workloads

Technology helps employees become more productive, but many organizations respond to this boost by asking even more from their staff. The workers end up racking up hours of overtime, struggling with a workload that is intended for two or more people, and dealing with the stress that the long hours cause in their personal lives.

Employee Dissatisfaction

Employees can become dissatisfied for many reasons, such as being stuck on monotonous administrative tasks that have nothing to do with their education or career background. They end up disengaging with the work and merely doing the bare minimum required to get by.

They could also be stuck with a team that isn't empowered to complete the work as requested, so they have to cut corners where they can to make the schedule. Incompetent managers are another issue that often drives employees to other positions, as they're forced to deal with someone who doesn't do their job properly every day. Whether the manager micromanages or does nothing at all, they aren't offering the leadership that's required for your employees.

Emotional Exhaustion

A toxic work environment, stressful routines and other negative environmental factors can lead employees to emotional and mental exhaustion. They may seek other employment to protect their mental health or try to switch to a different department in the same organization.

The emotional exhaustion can come through in many ways, such as disengaging with the rest of the team, having a short temper or being overly critical of other employees' ideas.

Out-of-Touch Executives

The people at the top of the organization influence everything from the culture to the work habits that front-line employees adopt. When the C-suite is completely out of touch with what the people under them face on a regular basis, they create a foundation of frustration.

The front-line employees and managers don't feel like their concerns are recognized. They may not have the resources available to get their job done or deliver the service that's expected of them. When the higher-ups start to complain about lower revenue or poor customer satisfaction, they overlook the role that they play in the situation.

Not Enough Pay

Sometimes the reason behind burnout is simple: The employees aren't getting paid enough for the position that they're in. One situation that can occur is that an employee gets additional responsibilities and possibly even a promoted title. They don't, however, get the requisite pay bump. These workers make lateral moves in their field simply to get their salary to an appropriate level.

Employee burnout is a problem that impacts all organizations. By understanding the reasons that burnout causes employees to look elsewhere for a job, you can start to shore up the weak points in your company. Loyal employees bring significant value to your organization and your brand, so it's important to cultivate that relationship.

 

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