Anna


Recent Posts

The quitting algorithm will tell you who are at risk

Nov 17, 2019 6:00:00 PM / by Anna posted in Employee Retention, Attrition

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But it’s still your job to retain your key talents

The masterminds behind the quitting algorithm, professors Brooks Holtom of Georgetown University and David Allen of Texas Christian University, used big data and machine learning to identify the employees who are most likely to quit.

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Field guide to spotting burnout

Nov 17, 2019 4:43:56 AM / by Anna posted in Burnout

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Watch for these 6 signs of burnout in your employees and yourself 

It is easy to blame heavy workload for burnout. But despite being a foremost culprit, it’s not the only one: Christina Malasch, the Berkeley professor and pioneer researcher on the topic, names five other areas of worklife “that encompass the central relationships with burnout."

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Employee Burnout Is a Problem with the Company, Not the Person

Nov 16, 2019 11:05:13 AM / by Anna posted in Addressing burnout, Team management, Workplace stress

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Despite being a costly problem for employees and companies alike, burnout is still perceived as a personal issue or an indicator of incompetence and being unfit for the job. Rather, it is a challenge that needs to be tackled from an organizational level. Harvard Business Review looked into companies with high burnout rates and identified three common culprits of burnout as excessive collaboration, weak time management disciplines, and a tendency to overload the most capable with too much work

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A practical guide on fighting workplace stress

Nov 15, 2019 5:36:23 AM / by Anna posted in Addressing burnout, Team management

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15 easy tips that managers can implement to improve the wellbeing of their teams 

Burnout rarely has one cause, it usually results from a combination of issues. As a manager, you’ll need to get to the core of the issue and understand the reasons behind the stress. Remember, many stressors are within your power to correct or improve and they typically fall in broader categories such as unclear tasks and expectations, micromanagement or heavy workload.  

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