EMPLOYEE BURNOUT: Smart employers know that overworking a great team will ruin it.
As the holiday season draws near, we thought it would be a good time to remind employers about the risks and costs of employee burnout. The time between Thanksgiving and New Year’s Day is often hectic for everyone, both professionally and personally, but if businesses couple holiday stress with a workplace environment where employees are consistently overworked and left feeling underappreciated, its team is a recipe for disaster. With that in mind, we would like to remind everyone of one of our most popular Modern Employer credos:
Stop overworking your employees.
Whether you are doing this deliberately or unintentionally, just stop. We are not talking about the emergency, short-term and rare stints where all hands are on deck until the ship is righted again. Times like that happen, and employees usually rally behind their leadership when they do. But these instances should be extremely rare, not a common occurrence.
Why? Because overworked employees who feels disrespected or unappreciated won’t stay — especially if they are talented. They’re usually the ones you rely on to get the job done in the first place. As an HR outsourcing company that often helps clients avoid expensive, time-sucking high employee turnover rates, we can tell you burnout will burn your company. It’s just a matter of time.
Respect Work-Life Balance.
For too many employers, the most overlooked thing about their workforce is that each employee has a life outside of the job. “When you overwork your employees, it takes away from time with their families, friends, self-improvement activities, and volunteer projects, just to name a few important things,” says Tina Hamilton, PHR, president of myHR Partner. “It also drains them mentally, emotionally and even physically, and that’s when they reach the breaking point. They either quit, their work suffers or they stop giving a damn.” All three scenarios spell trouble for your company.
The solution is simple: Don’t overwork your workforce. Hamilton’s assertion is backed up in a great article in Entrepreneur called “9 Things Managers Do That Make Good Employees Quit,” by Travis Bradberry.
According to the article:
Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more.
If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.
Enter the 40-Hour Workweek model.
From its inception, myHR Partner has made a true 40-hour workweek part of its company culture. We are not overworked. Our associates are either part-time or full-time, based on a 40-hour workweek. That’s right, folks. Our boss does not believe in anything less than a healthy life-work balance for our associates.
But don’t confuse this with not being hard-working. We work harder than most as we have a limited time period to get our work done. We are just not believers in wasting time.
We made a conscious decision years ago to have this workplace model. Guess what? Business is booming. We are in the midst of one of our biggest years of growth ever, and our clients love the dedication and focus our team gives every day. No employee burnout has translated into consistently top-quality service provided by our team. It’s something we are known for. “It makes a difference,” say Hamilton. “You just can’t beat what this type of reputation can do for your brand — or your bottom line.”
Want to find ways to decrease employee burnout and still increase your bottom line?
We can help! We take a strategic, broad approach to maintain a positive, productive and profitable workforce that values both the employees and the employer. Our team of HR experts is here to help you achieve your workforce goals. Email us, or call us at 610-443-0119 to discuss how myHR Partner’s myHR DirectLink Services can help your business.