Como evitar o esgotamento dos funcionários com métricas de engajamento?

Engaged employees that are aligned to the mission, values and vision, as well as being loyal to an organization, can still burnout. Employee satisfaction might be a better predictor of burnout.

Many come up with dozens of metrics, you should always have incremental approach, start with one and be an expert, I'm sure even if its no#1 organisation in the world, will take 3-5 years to be perfect, so by the time u pick your top 3, it'll be a decade. So start measuring thats meaningful.

I've always found it strange that organisations primarily measure engagement as a function of an employee's relation to the entity. Yes, people are driven by belonging but organisations miss out on the people-to-people factor when defining metrics. How many friends do you have at work? Do you enjoy working with them? If the only relations are about purpose, pay, promotions and projects then we are not really measuring engagement. Design your metrics for the employee-to-employee engagement. This will be a stronger indication of burnout & attrition.

One goal is to put these metrics to good use. With burnout in mind, by analyzing engagement metrics such as absenteeism rates, turnover rates, & employee satisfaction surveys, we can identify signs of burnout within our workforce. This allows us to take proactive steps to address the issue before it escalates. This assumes 1) you’re tracking the data; and 2) you have enough data to identify trends. With trends, it’s easier to identify stressors to help pinpoint the specific factors contributing to burnout. This knowledge empowers us to make targeted changes & alleviate these stressors.

People with higher purpose are potentially more prone to burnout, so understanding purpose is potentially important. We know that some roles - Teaching, nursing, HR etc, come pre-packed with purpose but people can have high purpose in any role. This means that they will put in the emotional labour and they will overcome any organisational effectiveness issues themselves, often by working longer hours. Exploring Purpose alongside other metrics might provide some insight to help prevent burnout

Armed with engagement metrics, we can implement targeted interventions to prevent burnout. This might include offering flexible work arrangements, providing additional resources or training, or promoting wellness initiatives. By addressing the root causes of burnout, we can create a more positive & productive work environment. And ultimately this is key for high performing teams.

Employee burnout is a serious issue that affects both the well-being of individuals and the productivity of organizations. One effective approach to addressing this issue and promoting a more positive work environment is to measure employee engagement and take steps to improve it.

I would probably rename this article away from how do you prevent employee burnout, maybe move to how can employee feedback help you understand what might contribute to employee burnout Also, adding some intentional questions to be more explicit on burnout would be helpful Questions like: 1. I feel exhausted by my work 2. I struggle to find the energy to face the work day 3. I find myself caring less about my stakeholders or customers than I would like to A complex area, so take an evidence based approach and bring in as many data points and views as possible, a survey can only be a part of this