Stunning Percentage Of North Carolina Workers Report Suffering From Burnout
If you’ve never experienced burnout I have to say I envy you. It’s a feeling I’ve felt at a few different points in my life. And I’m not alone. A very large percentage of North Carolina workers are reporting that they are/or have been suffering from burnout. This is according to a survey recently commissioned and shared with us by our friends at VoiceNation.
In regards to the workplace environment the Oxford Dictionary defines burnout as “physical or mental collapse caused by overwork or stress.” Burnout often shows itself as a feeling of physical and mental exhaustion, a lack of desire or motivation to work, cynicism towards the job, and feeling sad, angry, or irritable. This is problematic for employees as well as employers. And VoiceNation’s data says that over 70% of U.S. employees have suffered from burnout in the workplace. But in North Carolina, that number is higher. 78% percent of North Carolinians have reportedly suffered burnout.
I certainly can include myself in that number, which is the second highest of any state. Missouri was the worst with 87% reporting feelings of burnout. Data also showed that those 18-24 were the most likely to experience burnout. Bad news if you’re in that demographic, it only gets harder as you get older at least in my experience. Women are also more likely to feel burnt out. This makes complete sense as often the home responsibilities also fall on women.
The Top Reasons People Attributed Burnout To Include:
- An excessive workload
- Poor management
- Lack of support from fellow work colleagues
- Deadlines
- Poor time management
There also seems to be a disconnect between these feelings and reporting them to employers. That doesn’t surprise me in the least as I know I personally would fear retaliation (whether or not that is a real thing) if I approached any past or present employers with feelings of burnout. So if you are an employer, use this as your reminder to check on your people. Offer support, praise, and incentives to help make them feel seen and appreciated. Happy, engaged employees will be successful employees.
Thanks to our friends at VoiceNation for sharing their research on the number of employees suffering burnout with us. You can view the full study here: https://voicenation.com/resources/the-most-burnt-out-states-in-america/
North Carolina Employers Here Is What Your Employees Actually Want
Listen To Your Employees
This is such a big one. Everyone wants to feel heard, and when employers are making decisions with no regards to the people who have to execute those decisions? Well, it’s not going to be as successful as it could potentially be. You don’t have to take every suggestion. But letting people know they have a right to an opinion, and that they are heard- it can do wonders for morale. The last thing employees want is to feel like a worker bee whom no one in ownership or management respects. Who better to help figure out how to make things run smoother and more productive than those doing the actual work? And you can’t solve a problem that you don’t know exists.
Regular Reviews
Check-in with your employees. Performance reviews done correctly can have an immense benefit to both employers and employees. It can increase morale by giving you an easy platform to praise what an employee is contributing. And also identify areas that need improvement and how to best implement strategies to help the employee with that. Plus when employees see that they are valued it can go a long way in increasing productivity and long-term success. Frequent reviews can also allow employers to identify any issues within a team and take action to correct those issues.
Encourage Development
Most employees don’t want to feel stagnant in a role. If there is no room for growth and development tasks become mundane and in turn, good employees can and will look elsewhere. Training can benefit the employer as well. Think of it as an investment. You have to spend money to make money. It’s also another way to show your employees that you value them and care about them and their careers.
Ensure Work-Life Balance
This is such a big one. I know for me personally I will go go go, but I will also burn out fast. I need that time to recharge. And especially after covid workers are demanding a work-life balance. Like it or not in order to maintain a valuable workforce, employers are going to have to comply. Whether it’s a flexible work schedule, days off, or encouraging physical fitness or mental health. A good work-life balance ensures productive and motivated employees. What employer does not want their employees to be less stressed?
Change Your Office Space
I’ve worked hard to make my office an oasis. Mood lighting, a stand-up desk, a walking pad treadmill, and decor that is “me”. Many people will still be more in favor of working from home (not a topic I want to get into at this point) or at least a hybrid work situation. A welcoming environment can make employees feel at home positively impacting and company culture.
Fair And Living Wages
And in this economy the one thing your employees want? It’s money. It’s not pizza or a pullover with your logo on it. It’s to be paid a living wage. It’s yearly raises that outpace inflation. It’s the best way to show your employees their value. The people who pull the most weight in any given company are almost always the lowest compensated. Mangers have an important job no question. But when you neglect to fairly compensate the others? You cannot and will not be successful long term. So invest in your people. You want them to work hard for you? Pay your employees their worth.
To See You Working Hard As Well
If you aren’t willing to work hard, why would your employees? Be visible and don’t let any job be beneath you. Spend time working directly with your employees, or perhaps offer to help with something. Being willing to help speaks volumes. And noticing when that help may be needed. It makes your employees feel seen. If all you are doing is delegating, there is a good chance that will be noticed. And it’s hard to respect a manager who has no problem throwing work at people but refuses to do the work themselves.
