How Organizations Can Address Current Challenges and Anticipate the Next Ones
There is a trend according to recent Gallup data that employees are feeling more disconnected, underappreciated, and burned out. The “false proverb” about work has been revealed and organizations must respond or face another round of turnover or quiet quitting. We tackled this tough topic in our recent CHRO networking event. Following is a summary of our discussion.
Discussion Themes from the data:
All our participants agreed that the data supports what we’re seeing. And leaders don’t know how to respond or help their employees manage workloads and shifting priorities. We continue to have to do more with less and help our leaders lead in this environment.
Burnout has always been present, but the causes are what is changing. Some managers are “frozen” and don’t know how to help burned-out employees, especially those who are new to people leading.
Engagement surveys bring a “thread” of unfair treatment that may or may not be what most organizations are experiencing.
Mental health has become the number one cost driver in health care for most organizations.
Many factors are contributing to the “broken workplace” including that people are quicker to change jobs, there are five generations in the workplace, and added societal and economic pressures.
What is the role of the leader in employee’s well-being?
Leaders must play many roles – teacher, coach, parent, confidante and counselor.
Leaders are having conversations about “well-being.” This is challenging because we have conditioned leaders to stay away from personal topics to avoid legal issues.
We must help leaders get back to basics and focus on the things that are important – reduce the noise!
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