Burnout vs Engagement

At one point, the prevailing view was that burnout was the opposite of employee engagement, but is it? 🤔

Engaged workers have energy, come to work excitedly, perform well, and enjoy their work so much that they achieve flow. Burnout is more of a moderator; as burnout increases, the pathway to engagement decreases. So, if burnout is a moderating variable, how does an investor or a company engage and retain the employee? 🙇

An old management theory assumed people’s sole motivation at the workplace was compensation; however, that has primarily been proven incorrect. What keeps employees going are their interactions with their supervisor, fellow employees, workload, and how they perceive they are being treated within the company. Many employees leave because they don’t get along with their direct supervisor.

When engaging employees, it’s critical to implement policies that make the organization inclusive. When creating playbooks for roles, the job needs to have realistic expectations and tasks. Favoritism is something that many do but don’t realize, and that is also detrimental. One also needs to meet the employees where they are at and help them learn and grow. Professional development is another crucial element to engage the workforce. The last piece is to offer assistance when the employee or their family is struggling.

The last piece, which goes a long way, is treating employees with value‼️

Many organizations make employees feel they are replaceable. In these circumstances, employees may not want to engage or perform. Making people feel a part of something and appreciated goes a long way. AJG Analytics LLC celebrates diversity, equity, and inclusion so that everyone has a seat at the table and can contribute.