The pandemic forced many employees to reconsider their work situation. More time at home allowed people to view their career through a different lens, and many workers decided they’ve had enough of the stress of their job. However, a high rate of burnout isn’t the primary cause of the sudden deluge of employee turnover. Companies that are struggling to retain their workforce need to focus their efforts on the right place to reduce the number of resignations.
Don’t Bandage the Burnout
No company can afford to lose employees at a cyclic rate. However, the knee-jerk response to fix the perceived problem is often unhelpful. Offering better benefits or upgrading workspaces won’t sway the staggering 41% of workers considering leaving their job if their employers don’t address the root cause of their frustrations.
More often than not, a bad manager is the source of the problem. A recent study found that nearly two-thirds of employees considering a career change noted bad relations with their managers. Bad has multiple meanings for employees. They may feel that their managers don’t appreciate or value their work, that their primary boss is narcissistic, or that otherwise pleasant managers lack enough training to perform their job well.
How to Avoid Mass Resignations
The current job market is at direct odds with conventional beliefs about the employee-employer relationship. In the past, economic instability meant employers had most of the bargaining chips. Employees were often thankful to have a job at all and accepted situations they ordinarily wouldn’t to remain gainfully employed. In the pandemic era, employees are putting themselves first and refuse to remain in intolerable working conditions.
Avoiding resignations requires businesses to identify pain points, such as detrimental managers, and implement benefits that show the company cares about its employees. However, detecting toxic managers poses a significant challenge. Many employees would rather leave than face potential backlash for speaking out against their supervisors.
A simple way to find potential problems among the staff is to track attendance. Unhappy employees are more likely to arrive late, leave early, or miss work altogether. Businesses can use this information to identify troubling trends, such as an uptick in absences within a specific department. Contact the experts at Actec to learn more about improving employee retention with absence reporting software.
Everyone loves a three-day weekend. Employees chat excitedly about their plans for their extra day off, and they often return to the office with more energy and vigor for their work than usual. With employee burnout worse than ever, many businesses are looking for new and creative ways to combat the problem. For most organizations, the four-day workweek yielded impressive and unexpected benefits.
Why a Four-Day Workweek?
Advancements in technology expedited how quickly employees can complete tasks. However, this doesn’t mean employees can necessarily perform more work without suffering from burnout. There are only so many tasks, processes, and projects a single person can juggle each workweek. Many are questioning the validity of a five-day workweek, as long hours don’t always translate to better productivity in the modern workforce.
Benefits of a Shorter Workweek
Companies may worry that productivity will suffer or that they’ll struggle to meet deadlines if they reduce employee hours to four days a week while still providing a five-day workweek salary. However, numerous countries around the world are giving the four-day workweek a try and report the following benefits:
- Happier employees. Many employees spend their two days off running errands, attending appointments, and tending to their life responsibilities that have to wait during the workweek. They have little time for leisure, and it tanks their productivity. The additional day off allows employees to do the things they love so they can recharge.
- Reduced costs for businesses and their employees. Utility bills drop significantly for companies, as employees are in the office less. Employees use less water, less electricity, and produce less trash, which yields direct savings. Employees also save money on gas, coffee, and going out to lunch.
- Increased loyalty. Employees value workplace flexibility, and a four-day workweek is a significant perk to dangle. It improves their motivation, job satisfaction, and loyalty to their employer.
- Better productivity. Unhappy employees are less likely to give their full focus to their work, and they are more likely to have attendance problems. They may arrive late, duck out early, take long breaks, or chat with their coworkers instead of doing their work. With a shorter workweek, productivity rises as employees are less prone to these attendance issues. Employees that work a four-day workweek are also more creative and use their work hours much more effectively.
- Fewer health-related absences. Employees suffering from burnout are more likely to call out of work due to their mental health. Mental health problems can affect physical health as well, leading to more infections and illnesses. Many employees reported an improvement in their wellbeing when working a four-day workweek compared to a five-day one.
Some businesses adopting a four-day workweek model split their employees so that some work Monday through Thursday while the others work Tuesday through Friday. This approach ensures companies are still available to their customers five days a week while maintaining a reduced workweek for all employees. Flexible work hours are just one of the ways to improve employees’ health, productivity, and attendance. Contact the experts at Actec to learn more ways to reduce absenteeism.
When a Human Resources administration service company developed an in-house absence management system last summer, they wanted their current after-hours call center vendor to enter claims directly into the new application. The vendor refused to continue remote entry, offering instead to develop a custom intake solution – at the client’s expense – of their own.
The client came to Actec with two requirements: 1) that Actec use this application and 2) that we start in nine days! With an intensive week of training, manual preparation and connectivity and user setup, we opened our phone lines on target. Each of the accounts, primarily large, Fortune 500 companies, require special handling, from caller authorization to terminology, that is not provided on the intake system, so training and manual documentation was extremely critical.
The client provided on-site training during the week before the Saturday deadline. Actec prepared workstation manuals and developed backup intake forms to use during nightly system maintenance downtime, for subsequent reentry. The client plans to extend coverage to daytime overflow in the near future. Factors contributing to our success were: experience with a broad client base in the absence management, FMLA and disability arena, and organizational agility and flexibility.
Actec recently published an absence management article to one of the most highly regarded online journal/article repositories in the world. Here’s an excerpt:
According to many leading industry organizations, Absence Management Programs are implemented to help control absences due to illness or injury. The goal is to target and mitigate unexplained, unscheduled or excessive absenteeism. Some of these management programs cover a broad array of absences, often referred to as “Total Absence Management”, while others focus on rapid response for a narrower scope of absences, often called “Day One Absence Management”. Casual absence management (dealing with brief illness and non-illness related absences) also plays an important role in both types of programs.
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