In an era dominated by remote and hybrid work setups, the task of monitoring employee well-being across a global organization has become more complex. The shift away from conventional work structures has led to reduced visibility into the daily experiences of employees, making it challenging to gauge their mental states accurately. The absence of face-to-face interactions adds another layer of difficulty to discerning emotional well-being. However, the absence of robust systems to track and support employee welfare may result in elevated turnover rates, diminished productivity, and increased healthcare costs.

With the blurring of work-life boundaries post-pandemic, the likelihood of employee burnout has surged. Research indicates a significant rise in burnout levels, affecting both on-site and remote workers. A Deloitte survey reveals that a staggering 77% of global employees have encountered burnout in their current roles.

Given this backdrop, it becomes imperative for organizations to regularly assess their employees' mental health and identify early signs of burnout. This blog explores advanced techniques and metrics tailored for recognizing and evaluating burnout across a global organization.

Understanding Burnout:

The scientific definition of burnout characterizes it as "a disorder resulting from chronic workplace stress that has not been successfully managed." Despite this, burnout remains misunderstood by the general public. It is often colloquially used to describe feelings of exhaustion and stress, with some viewing it as a sign of professional ambition rather than a serious health issue. Recent recognition of burnout as a global crisis prompted the World Health Organization (WHO) to include it as an occupational phenomenon in their international classification of diseases in 2019.

Burnout is closely associated with conditions like depression and anxiety, as suggested by research published in Frontiers in Psychology. It can manifest through various mental attributes such as anxiety, depression, irritability, and low self-esteem. Additionally, physical symptoms like headaches, frequent colds, sleep disturbances, and low energy levels may also be indicators of burnout.

Root causes of burnout:

While there can be variations and multiple causes rooted in organizational issues, burnout is more likely to emerge in companies where employees:

• Juggle heavy responsibilities with tight deadlines.
• Work extended hours without adequate compensation.
• Face discouragement from taking vacations or are penalized for doing so.
• Encounter unclear expectations and a lack of healthy boundaries from management.

Impact of burnout:

Addressing burnout is not just about providing a quick escape through vacations or wellness retreats. If left untreated, burnout can have severe consequences for employees' personal lives and spread throughout the organization.

For companies, burnout results in reduced productivity and employee engagement. When employees operate at half capacity, the overall quality of work suffers, posing a threat to the bottom line. Losing top performers due to burnout creates skill gaps that are both costly and time-consuming to fill, potentially leading to suboptimal business decisions. According to a 2023 burnout study by Cross Section, middle managers are particularly susceptible to burnout, reporting higher levels than other respondents.

Employee well-being is no longer a luxury but a necessity for organizational success. The prosperity of your organization relies on helping employees maintain balance by fostering a healthy organizational culture and work environment. Accurate measurements are essential to understanding how burnout is affecting your workforce. Here are effective metrics to assess burnout in your organization:

1. Employee Engagement:

From an organizational standpoint, workplace burnout is directly linked to employee engagement. Highly engaged teams are more likely to experience higher levels of job satisfaction, retention, and productivity, making them less prone to stress. Employee engagement surveys are an effective method for organizations to measure burnout. However, standardizing these surveys across a global organization with different time zones, varied office engagement levels, and diverse comfort levels in expressing opinions can be challenging. A high response rate in employee surveys typically indicates that employees feel engaged and motivated. Conversely, a lack of responses may suggest disengagement and early signs of burnout.

2. Maslach Burnout Inventory (MBI):

The Maslach Burnout Inventory (MBI), developed by Christina Maslach in 1981, is the most widely used tool for measuring burnout. It assesses burnout based on three components:

• Emotional exhaustion or fatigue.
• Increased mental distance or negativity associated with one's work.
• Reduced professional efficacy at work.

The MBI evaluates individuals on each of these dimensions, using a scale from positive to negative. A burnout profile requires a negative score in all three components. However, relying solely on this scientific assessment can be limiting, as burnout exists on a spectrum, according to a more recent study by Maslach.

3. Internal Feedback Data:

Given the surge in workplace burnout, tools like the MBI are invaluable but should not be used in isolation. They serve more as diagnostic tools for employees to gauge their current state than as definitive measures for organizations. Integrating MBI data with other sources, such as one-on-one meetings, performance data, or casual conversations, provides a more comprehensive view. Organizations can gather data from various touchpoints, including:

• Employee satisfaction: Assess stress levels, roles, and satisfaction to understand your workforce's emotional well-being.
• Employee turnover: Examine the turnover rate to evaluate the impact of your well-being initiatives.
• Changes in absenteeism and healthcare costs: Monitor both to assess the impact of new well-being initiatives over time.
• Utilization and program adoption: Track the number of participants in your well-being program to gauge its adoption.
• Time to support: Measure the time it takes for employees to seek help through your well-being programs and receive the services they need.
• Demographics: Understand the diverse needs of demographic groups and identify any barriers preventing specific groups from accessing the help they need.

Combining the MBI with other relevant data helps organizations identify patterns and root causes of burnout within their workforce, guiding HR leaders in crafting effective engagement strategies.

3 Techniques for HR Leaders to Assess Employee Burnout

As an HR team, your mission is to create better work environments where employees can thrive without succumbing to burnout. A holistic and tailored approach is crucial, as "there are no standalone or one-size-fits-all solutions," emphasizes Eva Klären, People Engagement and Culture Program Manager at Criteo.

1. Conduct Engagement Surveys:

Initiate engagement surveys as the first step in identifying burnout within your organization. Surveys provide insights into the employee experience and are effective and adaptable tools for measuring employee engagement. Your survey should assess:

• Which employees are experiencing burnout or are at risk of burnout?
• Which employees seem less engaged or are more likely to express negative sentiments? How does their performance correlate with their engagement levels?
• Any emerging patterns or trends. Are specific projects linked to higher burnout rates? Is burnout an issue in particular areas of your business, specific teams, or global locations?

By uncovering common themes, you can pinpoint potential stressors and burnout causes, from unreasonable deadlines to a culture that inadvertently rewards burnout. Regular pulse surveys can track sentiments at the team or organization level, allowing for timely course corrections. This facilitates positive changes that enhance retention, job satisfaction, and overall morale.

"We consistently survey our employees to track their happiness, engagement, well-being, and sense of inclusion and belonging," says Klären. "Using a 'whole person' approach, we look at various aspects of how someone needs to feel included and supported by an organization. This includes their physical, mental, spiritual, and financial well-being, as well as their interests and significant life-changing events, such as family-building and becoming a parent."

Sharing survey findings openly with participants, perhaps in a company-wide meeting, fosters a culture of trust and transparency. The ultimate goal of employee engagement surveys is to drive meaningful change, prompting managers at all levels to clarify why employees should share their feelings and how this can positively contribute to their well-being.

2. Train Managers to Recognize Early Signs of Burnout:

Profound exhaustion can go unnoticed if management does not prioritize the full employee experience, including mental health and work-life balance. Manager-employee relationships play a pivotal role in employee well-being. Managers have the most consistent presence with their teams, making them well-equipped to detect burnout early. If engagement surveys reveal low employee satisfaction levels, managers can help identify issues using the following strategies:

• Regular 1:1s: Scheduled one-on-one meetings between managers and direct reports are crucial. An industry survey found that 84% of organizations relied heavily on one-on-ones during the COVID-19 crisis, indicating their effectiveness in maintaining mental health during uncertain times. Managers can ask questions about the root causes of burnout, such as "Is there anything about our team culture you would like to change?" and "Do you feel you have enough bandwidth to work on personal development?" HR leaders can assist by establishing the structure and frequency of these meetings.
• Pulse surveys: In addition to regular engagement surveys, pulse surveys focusing on well-being can provide nuanced insights into rapidly changing employee perspectives. Many employees find it easier to seek help and be vulnerable in more anonymous settings than in company-wide meetings.
• Engagement clusters: Both managers and employees can actively participate in brainstorming solutions for issues identified through survey results. Team-level meetings have the advantage of leading to quicker resolutions and highlighting solutions that resonate with each team.
• Weekly check-ins: Employees can share their experiences, while managers can identify issues before they escalate. When management becomes aware of burnout indicators, they can prescribe the appropriate remedy at both the team and organizational levels.

"We invest in training to raise awareness and provide tools for everyone to support their well-being," says Klären. "We offer a fully flexible working policy. We also provide counseling and access to the Headspace Care app. As an added measure, we ensure the mental well-being of first aiders who can help promote well-being in the workplace. They'll act as the first point of contact for colleagues if they experience difficulty or a mental health issue."

3. Foster a Strong Organizational Culture:

Organizational culture significantly influences how effectively your team collaborates, positively or negatively. A healthy culture makes people feel safe and supported, leading to increased engagement and productivity. On the other hand, a toxic culture encourages weaknesses and high turnover rates. Assess internal communication and systems:

• Is management encouraging employees to overextend themselves?
• Are messages being sent or received outside of working hours? Emphasize the importance of balancing work and rest while upholding comprehensive remote work standards.
• Are you leading with purpose? Your HR team should develop an organizational mission that outlines a purpose-driven work culture and keeps employees engaged.
• Are you setting clear goals and providing consistent feedback? Lack of clarity can lead to confusion and stress, impacting employee engagement and retention. "We see an interesting correlation between setting clear boundaries and well-being," notes Klären. "Our survey data shows that employees who work in teams with clearly established boundaries feel much better supported to cope with job-related stress and prioritize their well-being."

‍

The burnout crisis presents an opportunity for organizations to undergo an internal shift, placing employee well-being and mental health at the forefront. While this transformation requires effort, the benefits are invaluable.

Actively shaping a culture where everyone can feel included and establishing an environment where it's okay to speak up plays a crucial role in preventing burnout. It also lays the groundwork for other well-being initiatives to succeed.

As an HR leader, you can equip your organization with flexible, effective tools and strategies for consistently measuring employee burnout. Communication is key. Pay attention to your team members and regularly inquire about how, not just what, they're doing.

As your organization adapts to evolving employee needs, regular engagement surveys prove to be an effective way to socialize the insights you need and address issues as they arise. Utilizing a survey tool like Cross-Section Engagement can help assess employee well-being in a standardized manner. Over time, this cultivates a healthier organizational culture that minimizes the risk of burnout.

‍

Culturetec

‍