Half of American workers say the pandemic has triggered a change in their personal priorities, while 83% say a four-day work week would alleviate burnout


New study from Eagle Hill Consulting finds employee burnout remains high at 53%, with 62% of young workers reporting burnout

A third of workers plan to leave their organization, compared to 29%

ARLINGTON, Virginia., November 11, 2021 / PRNewswire / – More than half of the U.S. workforce is exhausted, with young workers most stressed at 62%. Workers say implementing a four-day work week and reducing the workload would alleviate stress. And as the labor shortage continues and quit rates reach historic highs, more than a third of the workforce is planning to quit their jobs within the next 12 months. More than half of workers surveyed (51%) say the pandemic has triggered a reassessment of their personal priorities.

A new study from Eagle Hill Consulting finds employee burnout remains high, but employers can take action to reduce burnout.

Employers and employees are near the breaking point. Employers are struggling to find workers and employees are exhausted.

These conclusions are drawn from a workforce survey conducted by Eagle Hill Consulting made by Ipsos since August 11-16, 2021. Eagle Hill Consulting’s 2021 COVID-19 burnout survey included 1,010 respondents from a random sample of employees across United States. The survey asked respondents about burnout and retention in light of the COVID-19 pandemic.

“Employers and employees are nearing the breaking point. Employers are struggling to find workers and employees are stressed at work, ”says Melissa Jezior, President and CEO of Eagle Hill Consulting. “Unfortunately, the workforce situation is likely to get worse before it gets better, with a third of the workforce planning to quit their jobs soon. The so-called Big Resignation means employers need to embark on a Great Reassessment, rethinking everything from their culture to how work is done.

“Employee burnout was simmering even before the pandemic, and now it is overwhelming for more than half of workers. It is simply an unsustainable situation for a business when burnout increases and labor shortages continue. which is not for employees, then collaborate on specific solutions that will work for an organization’s business strategy and workforce, ”explained Jezior. “It’s complicated because there is no one-size-fits-all approach. For example, a four-day work week might work well for some companies, but it can’t for others.”

She added: “A bright spot in our research – two-thirds of workers say they value their employer more since the pandemic. Smart employers will dig to find out exactly what employees value so they can get the most out of it. started with the positive to retain these employees. “

The main findings of the survey are as follows:

  • They were asked if they feel Burnout at work, 53 percent of American workers said yes, with women at 56 percent and men slightly below 51 percent. Burnout is highest among young workers (62% for 18-34 year olds), followed by mid-career workers (58% for 35-54 year olds) and lowest among older workers (33% for those 55 and over).

  • When asked about the causes of burnout, employees say their workload is the main culprit (52%), followed by a lack of communication (44%), juggling between work and personal life (35%), time constraints (32%), lack of clarity on expectations (27%), not feeling connected to their colleagues (25%), performance expectations (24%), not feeling connected to the vision, culture and values ​​of the company (23%) and not feeling empowered (22%).

  • When asked how to reduce burnout, 83 percent said a four-day work week would be useful, highest among women and young workers. Other options included increased flexibility (84%), reduced workload (82%), better health and well-being (78%), reduced administrative burdens (76%), more on-site amenities (73%), working from home (67%) and the ability to relocate or work from multiple locations (58%).

  • One-third of employees say they plan to leave their organization over the next 12 months, up from 26% in november 2020 and 29 percent in May 2021. Expected departure rates are even higher for young workers (41% for workers aged 18 to 34), followed by mid-career workers (35% for workers aged 35 to 54) and 20% for those 55 and over.

  • The pandemic has prompted many employees to rethink their life and career. More than half (51%) say the pandemic has caused a reassessment of personal priorities, especially for young workers (65%). Thirty-one percent of employees say the pandemic is causing them to consider changing careers, 34% are considering changing employers and 21% are considering changing their place of residence.

  • When asked how they valuing your employer, 66% of workers say they value their employer more since the start of the pandemic.

Eagle Hill Consulting LLC is a women-owned company that provides unconventional management consulting services in the areas of strategy and performance, talent and change. The company’s expertise in providing innovative solutions to unique challenges spans the private, public and not-for-profit sectors, from financial services and healthcare to media and entertainment. Eagle Hill has offices in the Washington DC Metropolitan area, Boston, Massachusetts and Seattle, WA. More information is available at www.eaglehillconsulting.com.

Eagle Hill Logo (PRNewsfoto / Eagle Hill Consulting)

Eagle Hill Logo (PRNewsfoto / Eagle Hill Consulting)



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SOURCE Eagle Hill Consulting

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