Retaining the best talent

Employee burnout

Just like in soccer, managers strategically allocate team members to different projects, effectively maneuvering and juggling different tasks at once. Besides efficiently attaining personal and company goals for different projects, managers are the ones responsible for matching each employee’s skill set with the requirements of a given assignment; however, there is so much more to a manager’s job than simply understanding the employees’ strengths and areas of expertise. It’s also about being perceptive enough to notice when employees work themselves out and need a change of responsibilities for excitement.

According to the study in the Employee Engagement Series conducted by Kronos Incorporated and Future Workplace, 95 percent of human resource leaders say that employee burnout has a negative influence on their workforce. The study included over 600 Chief Human Resource Officers, VPs of HR, HR directors, and HR managers from various companies; the results showed that nearly half of HR leaders ascribe up to half of employee turnover in their respective companies to employee burnout.

It’s important to make sure that the employee has the necessary skills to execute a project well; but it’s more important to also keep the team members motivated and excited by switching up their usual responsibilities, allowing them to strengthen their best skills and develop new ones in a new and unfamiliar environment — all with the help of a manager’s help and guidance.