FACE to FACE WITH EMPLOYEE BURNOUT Burnout is chronic workplace stress that has not been successfully managed (World Health Organization) 82% of employees report feeling burned out at least some of the time. 25% of employees say that they feel burned out often or always. SIX ROOT CAUSES OF BURNOUT WORKLOAD Does work demand exceedreasonable available time?59% say they at leastsometimes have anunmanageable workload. AUTONOMY Do employees have some input into their job functions? Involving employees when defining job roles improves well-being and reduced burnout. COMMUNITY Do employees feel supported by their peers and management? Promoting peer support or affinity groups can help. APPRECIATION Are employees recognized for their contributions? 28% say that they do not often receive reward or recognition for their work. FAIRNESS Do employees perceive the organization's culture to be fair and equitable? 14% say they have been treated unfairly at work. VALUES Are the employees values aligned with those of the organization? Misalignment of values increases the risk of employee burnout. Visit heart.org/workforce to learn more and complete the Workforce Well-being Scorecard to see how your organization measures up. *All data sourced from an online survey in the United States conducted by Harris Poll on behalf of the American Heart Association among 5,055 US adults aged 18+ who are employed full-time or part-time. The survey was conducted between April 13 and May 10, 2023. THE GOOD NEWS Among organizations that implemented all nine of AHA’s recommended burnout prevention policies, 91% of employees reported positive workplace well-being, compared to only 51% of employees at organizations with no policies in place. 9 BEST PRACTICES TO BEAT BURNOUT Connection to Organization: Define clear roles & responsibilities Promote employee resource groups Regularly assess workloads Connection to Role: Regularly assess skill and task alignment Offer a training path for skills, leadership and career development Allow input on their job design, where practical Connection to Well-being: Promote overall employee health and well-being Ask if employees feel supported in their health and well-being Foster a culture of rest and recovery