How to tackle the 2024 burnout phenomenon
Posted on 2nd February 2024
One in five people working in the UK are feeling burned out according to recent research. Figures suggest 70% of employees are likely to look for a new job in 2024.
Employers might look forward to having their pick of available talent. However, there’s also a risk they’ll lose trained and qualified team members.
There are risks for employees too. Those who don’t carefully take stock of their employment needs might not find the green grass they hope for.
What is the burnout phenomenon?
The research looks at the mental health of UK employees and their motivation. As well as burnout, more than a quarter say they are stressed. Only one in seven feel their mental wellbeing is supported at work. The response of the majority is to look for a new job this year, many of them in the next few months.
However, will job hunting improve employment conditions? And, how will employers cope with the impact of another ‘Great Resignation’?
New employment priorities
What motivates almost one third of UK employees is support for a good work-life balance, along with opportunities for salary increases or promotion. However, employers struggling to fill the skills gap are asking employees to work harder and longer for the same pay.
This is creating inevitable pressures in the workplace. More than one in five employees are planning to take things into their own hands this year. Employers won’t find it easy to extend working hours or increase workloads.
Where is the workplace?
The potential of home and remote working is now well established in many sectors. Recruiting for roles that don’t offer opportunities for hybrid working might become increasingly difficult. One recent survey found that two thirds of businesses now say they offer some form of flexible working. Options include working remotely, four day working weeks, flexitime and part-time working.
However, some employees like to keep some separation between work and home. Opportunities for collaboration and teamwork and access to resources at work are also influential. On the other side of the scales the costs of travelling to and from work and the time it takes are also important.
Taking a proactive approach
In the long-term both employees and employers need workable solutions to workplace challenges.
Increasing costs, economic and political uncertainties are affecting us all. Exchanging one problem for another won’t provide the answers we’re looking for.
The alternative is to review the options available realistically and flexibly. Engaging with existing employees will help to understand their concerns and needs. Accommodating them where possible can help reduce staff turnover.
When people move on, effective and high quality recruitment is needed to fill the vacancies. This requires clear communication, fast and transparent processes and positive overall experiences. Looking at flexible options such as temporary to permanent employment strategies could deliver benefits.
Having successfully completed the recruitment process, taking active steps to retain new employees must be a priority. Employees want to believe their work matters and that their employer is interested in more than profits. It’s also important to align individual strengths with job roles to improve performance. However, the most significant factor is a sense of belonging, making company culture a key consideration.
At Ascendant Recruitment we’re entering our 22nd year supporting job seekers and companies in Milton Keynes. In that time, we’ve seen all sorts of changes and pressures for both job seekers and employers. We use all our knowledge and experience to help you formulate your plans.
Please get in touch to discuss your confidential job search or recruitment requirements for 2024.
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