employee burnout is a complex problem — but it doesn’t have to be
TRANSCRIPT
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Agenda • The Context for Burnout
• Three Strategies • Key Takeaways
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LESS IS THE NEW NORMAL
June, 2001 April, 2011
© 2016, Ap5tude Research Partners
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DEFINITIONS
F A T I GU E
Shorter-‐term condiAon that can typically be cured with Ame off, relief from some duAes, or a change of rouAne
BURNOUT
A more serious, longer-‐term issue that may cause sufferers to feel they are at their wits’ end, unsure where to go for help, and disengaged from their tasks and the organizaAon
© 2016, Ap5tude Research Partners
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IS BURNOUT A CONCERN FOR YOUR ORGANIZATION?
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
67% of organizations have experienced productivity or quality issues due to employee fatigue and burnout
© 2016, Ap5tude Research Partners
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MOST SIGNIFICANT DRIVERS OF BURNOUT ENTERPRISE ORGANIZATIONS (1000+)
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents rating as significant
© 2016, Ap5tude Research Partners
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THREE KEY STRATEGIES
Balancing Consistency with Flexibility Managers as Models UAlizing Technology – Wisely
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MOST LIKELY TO REDUCE BURNOUT
© 2016, Ap5tude Research Partners
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
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TOP DRIVER OF WORKFORCE MANAGEMENT TECHNOLOGY ADOPTION
Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
© 2016, Ap5tude Research Partners
Improving Workforce Productivity through Better Scheduling
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Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
© 2016, Ap5tude Research Partners
FLEXIBILITY DRIVING ENGAGEMENT
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ENGAGEMENT HAS REAL BUSINESS IMPACT
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
© 2016, Ap5tude Research Partners
55% more likely to indicate they had higher than
industry average levels of engagement
ORGANIZATIONS OFFERING SHIFT SWAPPING
53% more likely to indicate they had below-average
turnover for their industry
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WHO’S AVERAGE?
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THOSE WITH AUTOMATED SCHEDULING SOLUTIONS
1.6 times more likely to cite
engagement levels above industry average
1.8 times more likely to have below industry average turnover
rates
81% more likely to have better customer retention than
industry competition
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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PERCENTAGE OF ENTERPRISE WORKFORCE CURRENTLY IMPACTED BY BURNOUT
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Enterprise defined as 1000 employees and above
© 2016, Ap5tude Research Partners
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EXPERIENCE IS EVERYTHING
60% of companies have executive level oversight of client experience
Yet only 37% have an executive level role focused on workplace culture
and employee engagement
Source: Aptitude Research Partners. Hire, Engage, Retain Study, 2016. N=367
© 2016, Ap5tude Research Partners
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Culture is really a set of behaviors that are rewarded or discouraged by the people and processes within an organization
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WHERE BURNOUT IS HAVING THE GREATEST IMPACT
Under 250 250-2500 Over 2500
Overall productivity Turnover Overall productivity
Customer service Innovation/competitive advantage Employee engagement
Turnover Customer service Turnover
Ability to recruit top talent Employee engagement Customer service
Employee engagement Employer brand/online reputation
Employer brand/online reputation
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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BURNOUT IS CONTAGIOUS
66% Organizations with above average levels
of burnout were
More likely to lose top performers than their competitors
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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FOCUSED ATTENTION CAN REDUCE TURNOVER
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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Beware of Best Practice
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SCHEDULING SOLUTIONS DRIVE CONSISTENCY
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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Organizations with manual scheduling
were 12% more likely to indicate that they
experienced productivity or quality issues due to employee fatigue and burnout
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103
© 2016, Ap5tude Research Partners
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3 KINDS OF CONSISTENCY
• Predictable schedules – following a consistent paPern
• Schedule changes – adding or dropping shiQs aQer a schedule is posted
• Schedule availability – upcoming schedules are posted at predictable intervals
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
Schedule Consistency: 2x more likely Avoiding Changes: 43% more likely
Consistent Availability: 174% more likely
to have a highly engaged workforce
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
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AND CONSISTENCY DRIVES PERFORMANCE
Source: Aptitude Research Partners. Employee Burnout Study, 2016. N=103 Percentage of respondents citing above industry average performance
© 2016, Ap5tude Research Partners
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WHERE WORKFORCE DATA IS USED
© 2016, Ap5tude Research Partners
Source: Aptitude Research Partners. Workforce Management Study, 2016. N=388
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KEY TAKEAWAYS
• Burnout has impact beyond the individual.
• Managers Macer. • Use technology to balance consistency and flexibility.
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THANK YOU – QUESTIONS?
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