One of my Facebook friends recently pondered the question, “I don’t think we fully know how much this pandemic is going to change our way of life.” It’s so true. And it’s a good reminder that we don’t know everything that people are dealing with right now. For example, employees are facing huge demands trying to juggle work, home, and in some cases, childcare.
In a recent survey from The Workforce Institute atKronos Incorporated, 72% of U.S. employees with children under 18 are anxious about balancing the demands of their job with childcare – including school re-openings, remote learning, and daycare capacity. The survey also found that employees without children may need more encouragement to take time-off to mentally and physically rest and recharge.Only a third (37%) have done so since the start of COVID-19，可能使他们有烧坏的危险。
我们不能忽视组织一直在处理员工压力和焦虑多年的事实。COVID-19是增加一个新的层面，以现有的挑战。以下是有关工作压力和焦虑了几篇文章The Workforce Institute博客。我喜欢他们不仅谈原因，但提供组织考虑一些解决方案。
Kevin Mulcahy, a partner at Future Workplace, says proactively tackling employee burnout will have a big impact on improving retention, and that should be a top priority for organizations. “As the economy continues to improve, the battle for talent will continue to heat up, requiring organizations to provide more compensation, expanded benefits, and a richer employee experience. Managers should pay close attention to make sure employees aren’t overworked while also promoting flexibility wherever possible.”
The same conundrum applies to employers. We urgently need to consider how we get the best out of people, but we have to make sure that we treat them sympathetically and not as assets to be sweated. We need to think about time as a precious commodity and the ways in which we all use it. And finally, we need to think about technology as a resource that we consume with full respect for employees.
Figures regarding millennials’ mental health indicate that more and more young professionals are in danger of suffering from emotional exhaustion. The main causes for this exhaustion are the growing convergence of work and leisure time, and the misuse of modern technologies. Organizations need to understand the specific needs of millennials in the workplace and design a sustainable corporate health care plan with an increasing emphasis on mental health.
Now, you might be saying to yourself, “What does this have to do with employees?” The answer is … a lot. It’s hard for employees to be engaged if they’re not healthy. It’s difficult for employees to be productive if they’re not healthy. Disengaged and unproductive employees hurt the bottom-line. Even if the company doesn’t have a formal wellness or well-being program, it makes sense for employers to support the idea of self-care. This article offers a few things companies can do to support employee self-care without spending extra money or creating a special program.
I don’t have to explain to anyone that we’re still in the middle of a pandemic. Employees are experiencing burnout and stress. Managers are experiencing stress. HR leaders are stressed too. Organizations need to encourage and support the development of programs that are going to帮助员工管理压力源。They need to encourage conversations and feedback so little annoyances don’t become huge obstacles. And they need to make sure that technology is used for the right reasons and doesn’t become something employees want to avoid.
Image captured by体育app亚博 在KronosWorks。7