The world of work has changed over the past two years. Some organizations adapted well by adopting technology with urgency to support employees and workflows, by developing more compassionate leadership practices, and by reducing or eliminating micromanagement. Some organizations did not.
We are in the midst of the “Great Resignation,” and experts predict that it is not done yet—that 2022 will see more resignations, especially among Millennials and Gen Z-ers. Employees are leaving their employers, citing lack of flexible work, lack of advancement opportunity, and burnout as key reasons. And as more employees leave, remaining employees are being pushed to the max.
In response, and in an effort toward retention, many organizations have largely addressed burnout and dissatisfaction by providing employees with tools, technologies, training, and employee benefits to help employees strengthen coping skills. These tools and benefits are not a bad idea; however, many organizations are missing the mark if that’s all they’re doing. Organizations should focus primarily on identifying what they are doing to cause burnout.
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