Francesca Di Meglio’s Post

According to the CIPD ‘Resenteeism’ in the workplace is on the rise! At one time or another we all may have experienced working with a colleague who clearly seems to actively resent their employer but stays anyway. If you have, then you’ll know how contagious this can quickly become, affecting your mood, morale and even wellbeing in work. It’s not great for their own wellbeing either! Something organisations delay taking action for many reasons. Sometimes this can be because, managers are afraid they might make things worse. However, this is not fair to others in the workplace who are affected by this behaviour. As leaders and managers, we simply need to get on with it and have those difficult conversations! What is your experience? What is your organisation doing to address any such issues if they exist? https://lnkd.in/dG4BPYBJ #allenpeoplesolutions #CIPD #Resenteeism #difficultconversations

Discover how cultivating positivity, self-efficacy, and problem-solving skills in the workplace can boost employee well-being. This is a great article to learn about the remarkable power of hope and how it protects against burnout and job stress. #Leadership #EmployeeWellbeing #WorkplaceMentalHealth #HopeInTheWorkplace https://lnkd.in/gwB2TZMB

Are we done talking about burnout yet? According to a Forbes article published last week, the answer is, sadly, no. A few stats stand out: 🤯 46% of workers across the globe are looking to quit in 2024, according to a study by LinkedIn and Microsoft. In the United States, that number is even higher, with one LinkedIn study finding that 85% of U.S. employees are considering a career move. 🤯 Employee engagement is at an 11-year low, with 70% of employees surveyed saying they’re not engaged, according to Gallup. These are the people who are still quietly quitting. 🤯 About 82% of all employees are at risk of burning out this year, according to HR Consulting Firm Mercer’s 2024 Global Talent Report. 🤯 According to a new survey by SHRM, 44% of employees feel burned out at work, 45% feel “emotionally drained” from their work, and 51% feel “used up” after work. https://lnkd.in/gT--Dyxc

Looking the data...we must continue the conversation around burnout. If we can't help our teams with burnout....then we can't expect them to show up to drive massive innovations. Working 24x7 will not drive innovation Treating people as 'cogs' in the wheel will not drive innovation. Thank you BetterUp for posting. A few stats stand out: 🤯 46% of workers across the globe are looking to quit in 2024, according to a study by LinkedIn and Microsoft. In the United States, that number is even higher, with one LinkedIn study finding that 85% of U.S. employees are considering a career move. 🤯 Employee engagement is at an 11-year low, with 70% of employees surveyed saying they’re not engaged, according to Gallup. These are the people who are still quietly quitting. 🤯 About 82% of all employees are at risk of burning out this year, according to HR Consulting Firm Mercer’s 2024 Global Talent Report. 🤯 According to a new survey by SHRM, 44% of employees feel burned out at work, 45% feel “emotionally drained” from their work, and 51% feel “used up” after work.t

Are we done talking about burnout yet? Sadly no. According to the research: ◽ 46% of workers across the globe are looking to quit in 2024, according to a study by LinkedIn and Microsoft. In the United States, that number is even higher, with one LinkedIn study finding that 85% of U.S. employees are considering a career move. ◽ Employee engagement is at an 11-year low, with 70% of employees surveyed saying they’re not engaged, according to Gallup. These are the people who are still quietly quitting. ◽ About 82% of all employees are at risk of burning out this year, according to HR Consulting Firm Mercer’s 2024 Global Talent Report. ◽ According to a new survey by SHRM, 44% of employees feel burned out at work, 45% feel “emotionally drained” from their work, and 51% feel “used up” after work. Employers play a critical role in addressing burnout, and there are various burnout-related strategies that can help your employees, including equipping managers with the tools and resources they need. We can help. Reach out to learn more about how we can support your people leaders in elevating their performance and well-being. #burnout #leadership https://lnkd.in/gT--Dyxc

People Management looked back at some of the viral words and phrases that have graced the profession in the last 12 months Across social media and among people professionals, new terms are invented all the time to define workplace and recruitment trends. What terms came to symbolise 2023 in HR? People Management’s round up of the buzzwords reflects growing demands from employees and potential candidates for more considerate workplaces. Rust-out: While it is common knowledge that dedicating an excessive amount of time to work can cause burnout and poor mental health, it is increasingly being acknowledged that being disengaged with work can also have a damaging effect on employees. ‘Rust-out’ is when an employee is left uninspired by their role, feeling bored and lacking intrinsic motivation to work. Audrey Tang, chartered psychologist, mental health broadcaster and author of The Leader’s Guide to Wellbeing, tells People Management that workers with rust-out may not feel stretched by their work, not helped to grow, or feel that their strengths are not appreciated. “While burnout may be self inflicted – we can choose to burn the candle at both ends – rust-out brings a stronger indictment of the employer leaving you out to rust,” she says. [People Management] #hr #employment #workplace

How do we solve HR's burnout crisis? Professor Sir Cary Cooper,CBE, co-author of 'Wellbeing at Work', discusses how HR professionals can deal with changing workplaces, financial crises and uncertainty at work to try and tackle burnout and create a better work-life balance, in this article for HR Grapevine: https://bit.ly/3T0p4sr #Wellbeing #Burnout #WorkLifeBalance

Nearly half of the employees (47%) state that mental health support and empathy from their workplace are crucial for their job satisfaction, and 46% feel that a positive workplace culture boosts their job performance, increasing to 55% among younger employees aged 18-34. However, a third of employees have experienced a ‘toxic manager’ at work in the past five years, and 41% have left a job due to their dissatisfaction with management. HR decision-makers must prioritise finding solutions for toxic workplaces, recognising that empathy, emotional intelligence and mental health support are critical factors in enhancing employee retention, performance, and job satisfaction. Find out more here. https://lnkd.in/dYRUD8kB

If the workplace you provide HR support for is toxic, it’s not your fault. And you can leave without feeling guilty about not being able to change it. A lot of HR professionals that I work with tell me they “can’t leave” and they “have to stay” in workplaces that they describe as “toxic circuses”.  But WHY do they stay? ⬇️ They feel guilty about leaving  ⬇️ They think it’s their job to fix it.  ⬇️ They feel bad about leaving employees in the mess of a workplace. ⬇️ They’re scared all companies are like this and they’ll leave only to find themselves in a similar situation.  Here’s the reality: ➡️ HR professionals are not SOLELY responsible for the culture of a company. In fact, I would put that directly into the hands of the owners and leadership.  If the ship is sinking, it’s because THEY are taking it down, not the HR professional. ➡️ Employees are adults and can choose to leave an environment if they want.  You aren’t protecting them by staying, you’re only sacrificing your own peace and mental wellbeing. ➡️ Not all companies are the same.  There are some really good ones out there.  If the environment is toxic for you, you deserve to leave and find a work environment that is not toxic and where you can bring your best self.    If this post resonates with you or you’re having trouble deciding if it’s time to leave or stay, let us know in the comments or shoot us a message!

From missing important deadlines to losing their passion, employees can demonstrate their feelings of burnout in numerous ways, and it's important to recognize and address these warning signs before you lose a valued team member. Mackey Staffing is a continuous supporter of positive work cultures that value and encourage open communication, recognizing that when employees feel unheard or unsupported, they are more likely to seek opportunities elsewhere. As companies continue to navigate workforce challenges, it’s crucial to prioritize the talent experience by taking meaningful steps to enhance satisfaction and build long-term loyalty. #EmployeeBurnout #TalentTrends #WorkplaceSatisfaction #Staffing #HR