An exhausted workforce

The Great Resignation is not so great

The effects of the Great Resignation are emerging as real challenges for employers—but the problems aren’t only about those who left their jobs.

Workers who have remained with their pre-pandemic companies are suffering from burnout and disillusionment, and employers are trying to figure out how to keep these folks happy or risk losing yet another wave of employees.

In April, Eagle Hill Consulting, Washington, D.C., surveyed 1,003 employees from throughout the U.S. and asked them about burnout and retention. The survey found workload is a major driver of burnout. Of those surveyed, 52% said it is their top problem at work followed by juggling work and personal life at 38%.

Respondents said to help relieve burnout, they would like to see four-day workweeks and increased flexibility. 

Alarmingly, one-third of the surveyed workforce plans to depart during the next 12 months; younger workers say they are more likely to leave.

Additionally, an October 2021 survey from the Society for Human Resources Management showed employees are struggling to complete their work and becoming more frustrated and less loyal to their organizations.

So what is the remedy? It seems to be a mixed bag. Some companies have been closing offices for several days to provide employees a chance to recharge. Others have been adjusting their company cultures, such as allowing employees more flexibility with their work schedules and time to socialize with co-workers.

Whether these efforts will help is unclear. But taking time to listen to your employees and improve your company’s work environment will help. One thing is certain: Continuing the status quo leaves your company at risk of losing valuable team members.

AMBIKA PUNIANI REID is editor of Professional Roofing and NRCA’s vice president of communications.


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