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Posts from the ‘Management Tips’ Category

Employee Burnout & Fatigue – Tweet Chat Highlights

employeeburnoutWe had a very engaging tweet chat today regarding employee burnout and fatigue in the workplace. A number of thought leaders weighed in on how burnout affects employees and their employers; best practices on how to help prevent employee burnout/fatigue; how technology plays a role; and more.

You can view the entire tweet chat below (as well as here), or search via #KronosChat on Twitter. We’d love to know what you think about this topic – tweet us using #KronosChat, or comment below to share your thoughts.

Tweet Chat on Employee Burnout/Fatigue – August 3rd


The following guest post was written by Jenn Ardery, a Senior Product Marketing Manager at Kronos. Thanks, Jenn!

Employee burnout, that state in which individuals feel overwhelmed, at their wits’ end, and unsure where to turn, is becoming a serious issue for organizations. According to Aptitude Research Partners’ Study, organizations that have above average rates of employee burnout are 66% more likely to lose top performers than their competitors.

An organization’s success depends on retaining an engaged, skilled, and productive workforce. But with so many variables that can influence engagement efforts and retention rates, how do you know where to focus your energy?

Organizations should rethink how Workforce Management (WFM) and Human Capital Management (HCM) processes and tools impact employees and give them choices that help avoid burnout before it’s too late.

Please join us on Wednesday, August 3rd at 12 PM ET to chat about how your organization is impacted by burnout and to learn ways to resolve it.  Kronos Inc. (@KronosInc) will announce the Tweet Chat by asking:

Q1: When thinking about employee burnout, what is the first thing that comes to mind?

Q2: 81% of US salaried employees work outside their standard work hours. Is the 40-hour work week a thing of the past? Why?

Q3: A 2015 @Glassdoor survey found that US employees only use 51% of their eligible paid vacation time. Why do you think that is?

Q4: 75% perceive employee absences as impacting productivity/revenue. How do absences impact burnout?

Q5: Technology is changing our workplace. How can it help us in terms of employee fatigue/burnout?

Q6: Data is crucial in helping to ID issues. What data do you find most helpful in aiding to prevent employee fatigue/burnout?

Q7: How and how much do you think burnout affects retention?

Q8: How can organizations create a culture of awareness around employee burnout and promote work/life balance?

Q9: Why is preventing employee burnout good for business?

Q10: What are some effective ways to prevent employees from burning out?

What’s a Twitter Chat? 

Three Tools for Twitter Chats

Talking the Language of Tomorrow’s Workforce, Today

Millennials2016 (2)The following guest post was written by Peter Harte, managing director of Kronos Australia, New Zealand, and South East Asia. Thanks, Peter! 

Self-centered, lazy, and ‘too big for their boots’ are words commonly used about Millennials. On the other hand, so are socially conscious and collaborative. The traits of Millennials have been written about ad nauseam. By all accounts, Millennials are a worldwide workplace epidemic – but should tactics to manage this generation differ by country?

To find out, we undertook a study in Australia to understand how managers can harness positive Millennial traits and navigate perceived downfalls. We surveyed 600 Australian employees with 50% of the sample being made up of Millennials and 25% made up of Generation X and Baby Boomers, respectively, to find out what motivates them.

While known for job hopping, we found that Millennials are more open to managerial discussion when we dug deeper. Only 19% said there was nothing an employer could have done to prevent their departure.

And what could be done? Flexible benefits, an increase in pay, or a promotion were all cited as effective levers by Millennials. Interestingly though, an open conversation about potential could deliver the same impact!

But what if you find out the employee’s goals are not aligned with the company’s, or worse, they are using this opportunity as a stepping stone to what they see as greener pastures?

I’ve outlined three possible conversations you could have with your Millennial employees to demonstrate you don’t just care about them as an employee, but also as a person. Being open to their growth ideas could increase innovation through engagement.

1.) Be open to discussing their goals both inside and outside of the organization

Energy and productivity trump longevity when it comes to tenure, and 60% of Millennials had left an organization within a year of feeling they were no longer giving their best. Keeping them motivated and engaged while in your employment is critical, so find out what inspires them and how you can help.

Departing Millennials who leave on good terms will provide you with positive word of mouth. This may result in recommending possible candidates, or even becoming “boomerang” employees, returning to your organization themselves (which The Workforce Institute found that boomeranging is an increasing trend).

2.) Explore opportunities within the company

Two-thirds of Millennials say they’ll stay at an employer as long as they are acquiring the skills and training they think will benefit their career, compared to a third of Generation X and 27% of Baby Boomers. Explore other opportunities within the company if it’s time for them to move.

3.) Work together to uncover a solution or action plan that works for both parties

Millennials respond positively to personalized plans. Two-thirds (65%) say they’d have stayed longer if management had shown interest in them as an individual. Implementing a plan that shows clear progression and regular review points will satisfy their thirst for feedback and reward.

What do you think? Weigh-in by posting a comment below.