Burnout Could Be New Contagion

ComPsych Poll Confirms Need for Employers to Act Now

CHICAGO--(BUSINESS WIRE)--As the world struggles with what feels like an almost constant back-and-forth pendulum swing, business leaders are navigating an increasingly intricate workplace that includes a new contagion, burnout. According to a poll by ComPsych, the world’s largest provider of behavioral health and well-being services, 57 percent of employers say employee burnout is affecting turnover, retention and productivity at their company. Approximately 40 percent are concerned about declining employee engagement and morale.

“The pandemic has created some of the most trying situations leaders have ever faced and burnout is a serious issue in our new world of work,” said Dr. Richard A. Chaifetz, Founder, Chairman and CEO of ComPsych. “People’s mental and physical health are really strained and they are suffering. Employers must take the reins and actively try to alleviate issues before things get worse.”

Last year the World Health Organization classified burnout as a disease. A result of chronic and acute stress over long periods of time, work burnout is a condition characterized by general feelings of energy depletion, reduced work performance, and increased feelings of negativity about one’s job.

So what do employees think could help address burnout? 65 percent say encouraging time off and offering mental health days, according to a ComPsych Tell it Now℠ customer employee poll. 12 percent of respondents said more recognition and close to 10 percent acknowledged there is nothing their employer can do, and that they plan to leave their job anyway.

“The trouble with burnout is it isn’t just an individual experience. People struggling with these feelings can spread symptoms to others,” said Chaifetz. “The good news is that it can be addressed with the right strategy and resources.”

Addressing Burnout

• Provide education and counseling workshops for employees.
• Utilize employee assistance programs.
• Offer flexible work options.
• Normalize conversations around burnout and anxiety so employees feel comfortable sharing what they’re feeling.
• Survey employees and show you are listening.
• Ramp up employee recognition efforts.
• Encourage employees to take vacation time.