Employee Burnout is a Complex Problem — But It Doesn’t Have to Be
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Transcript of Employee Burnout is a Complex Problem — But It Doesn’t Have to Be
Agenda • The Context for Burnout
• Three Strategies • Key Takeaways
LESS IS THE NEW NORMAL
June, 2001 April, 2011
© 2016, Ap5tude Research Partners
DEFINITIONS
F A T I GU E
Shorter-‐term condiAon that can typically be cured with Ame off, relief from some duAes, or a change of rouAne
BURNOUT
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
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
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
THREE KEY STRATEGIES
Balancing Consistency with Flexibility Managers as Models UAlizing Technology – Wisely
MOST LIKELY TO REDUCE BURNOUT
© 2016, Ap5tude Research Partners
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
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
Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
© 2016, Ap5tude Research Partners
FLEXIBILITY DRIVING ENGAGEMENT
ENGAGEMENT HAS REAL BUSINESS IMPACT
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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
WHO’S AVERAGE?
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
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
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
Culture is really a set of behaviors that are rewarded or discouraged by the people and processes within an organization
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
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
FOCUSED ATTENTION CAN REDUCE TURNOVER
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
Beware of Best Practice
SCHEDULING SOLUTIONS DRIVE CONSISTENCY
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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
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
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
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
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
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
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
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
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
WHERE WORKFORCE DATA IS USED
© 2016, Ap5tude Research Partners
Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
KEY TAKEAWAYS
• Burnout has impact beyond the individual.
• Managers Macer. • Use technology to balance consistency and flexibility.
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