What do you do if burnout is causing a decline in employee retention rates in Global Talent Acquisition?

To tackle burnout within Global Talent Acquisition, honest, regular conversations are a must. Something we do at Baxter that is effective is having monthly check-ins with employees in which we ask 3 simple questions: what's going well; what's not going well; what help or support do you need? This is an open dialog about overall well-being, and discussing tasks is saved for another time. This dedicated time provides space to discuss burnout, fatigue, and areas in which someone needs additional support. Managers must be honest and open to having real conversations. In turn, the employee must also be honest about their limitations, abilities, and challenges with workloads and/or stress. That is the only way a manager can effectively help.

Reassess Performance Metrics: Ensure they are realistic and reflect the current talent landscape. Unattainable goals can be demoralizing. Leverage Technology: Implement recruitment tools to automate tasks and free up time for higher-level work. Focus on Efficiency: Use clear, skills-based job descriptions to attract qualified candidates and avoid wasted time sifting resumes. Offer Flexible Work Options: Allow remote or hybrid work models to give employees more control over their schedules. Encourage Clear Boundaries: Set expectations around communication during off-hours to help employees disconnect and recharge.

Give your employees the freedom to work on their own terms. By offering flexible working arrangements, such as remote work or the ability to choose their schedule, you can empower your team to take control of their work-life balance. It's also important to make sure your employees have the space to clear their minds and make decisions independently. Giving them decision-making power and setting clear boundaries can help boost their productivity and overall well-being. Trust in their abilities and provide guidance when needed, but avoid hovering over their every move. Remember, happy employees lead to a successful business. The flexibility and support they need, you can create a positive and productive work environment.

Assessing burnout in a Global TA team ... simply not possible in 750 characters (see my linkedin article). It starts with being a "caring, curious human". Symptoms can include the following: sending 3am or 10pm emails, mood swings due to overwhelm, unusual lapses in dropping details, missed or expressed frustration in meetings, disconnecting from relationships and/or an unwillingness to engage in team activities, personal growth stagnation, or increases in absenteeism. A rise in unchecked cynicism or the “catch ball hero” who can't say no. Know your people, not just at work level, remember an individuals ability can be diminished due to an external/personal life factor that can knock them off track and into a Burnout danger zone.

Combatting burnout in Talent Acquisition requires a proactive approach. ✨ Assess workload and track trends. ✨Revamp workflows with automation and delegation. ✨Cultivate engagement with realistic goals and recognition. ✨Invest in empowering leadership and open communication. ✨Promote work-life balance and monitor workload. ✨ Continuously improve policies based on feedback.

When managing multiple stakeholders and taking care of multiple urgent hiring needs, its important to manage time & prioritize. A flexible schedule helps in prioritizing and taking care of self as well. In Talent Acquisition you would interact with candidates usually outside their working hours, so its important to set some time aside in the working day investing in yourself. This will help in managing time when you need to take meetings outside the work day.

Flexibility is like a magic wand against burnout. It means giving your team the freedom to choose when and where they work. By offering options like flexible hours or remote work, you're giving them the freedom to design their work life in a way that suits them best. This not only prevents burnout but also makes them more loyal and satisfied with their job. This is important for keeping your best employees happy and motivated. Flexibility is your team's secret weapon!

The leadership and HR together must evaluate the consequences of burnout across attrition, low employee morale, and reduced productivity. Surveys and open communication can help identify the root cause of burnout , which can then be tackled by implementing newer methods of working, stricter rules for post office work and overall reduction of pressure by streamlining the deadlines.

Shifting from a traditional 8am-5:30pm work environment to a global tech company with a flexible culture represents a significant change. This flexibility combats burnout by allowing employees to manage their work and personal lives more effectively, leading to increased job satisfaction and loyalty. Trust and positive intent underpin this approach, fostering a supportive environment where productivity is valued over physical presence. Offering flexible work options not only prevents burnout but also attracts top talent by demonstrating a commitment to employee well-being and work-life balance.

In my experience, providing your team with as much flexibility as possible, improving policies and ensuring that it’s a constant topic of conversation is a great start. However, if as the leader of a team, you are not working flexibly yourself and leading from the front, team members will not work as flexibly as they would like to gain the benefits. I often make a point of communicating to my team when I am working flexibly. Such as taking my dog for a walk, heading to the gym or taking breaks between calls to ensure that I’m not back to back. I also plan on taking advantage of our ‘work from anywhere’ policy soon; a new policy in place that nobody in my team has used yet.

HR teams have a tendency to focus on the wider business first before looking inwards to their own team. HR need to role model initiatives that can then be adopted company wide.

Fostering engagement is critical in global talent acquisition for reducing burnout and increasing employee retention rates. Implement strategies such as regular check-ins to assess workload and stress levels, offering opportunities for skill development and career advancement, encouraging work-life balance through flexible scheduling or remote work options, and fostering a supportive team environment in which employees feel valued and recognised for their contributions. Furthermore, providing wellness programmes and tools may help employees manage stress and maintain general well-being, reducing burnout and increasing retention.

I agree, having a real sense of purpose and feeling valued through engagement is so important and can really support in the prevention of burn out. For me, keeping in touch with employees and increasing the number of check in touch points if key. I also truly believe that if you provide employees with clarity in terms of objectives, goals and daily expectations this can allow them to be more efficient and effective in their jobs, reducing the occurrence of overworking.

Fostering engagement is like nurturing a garden. It's not just about planting seeds, it's about nurturing growth. Instead of focusing solely on programs, cultivate a culture that values continuous learning and acknowledges individual efforts. When employees feel their development is supported and their efforts are appreciated, they become more engaged and less susceptible to burnout. This sense of purpose can reignite their passion for their roles in GTA, transforming their work into a fulfilling and rewarding experience. Nurturing Growth = Igniting Passion

Promoting a culture of reward for the hard work is essential. Further to this taking care of employee wellbeing and improving productivity through grievance redressal is imperative. Understanding needs of different age group employees and ensuring leadership interaction to foster culture of transparency followed by a timeline specific action plan.

We must stick to practicing what we preach! Very often we speak about work-life balance, but very rarely do we actually promote it. There is always that "one more email" or just one more call, and suddenly you end up working crazy hour where work becomes your file. We must encourage employees to take regular breaks, use their vacation time, and most important - maintain boundaries between work and personal life. Offer flexible work arrangements, such as remote work options or flexible hours, to accommodate different needs. Well-being in workplace is a collective effort and we all are responsible for maintaining it.

Talent acquisition professionals often must work in high-pressure, fast-paced environments. Setting boundaries, reducing work on the weekends, and taking that darn lunch break are all ways that managers can lead by example and promote mental well-being. Is this always the case for me and other leaders I work with? No. But it is something I am working on because I understand how significantly important this is.

Talent acquisition professionals often face high-pressure environments, leading to increased stress levels and burnout. Burnout not only affects individual well-being but also impacts organizational productivity and morale. Offer stress management workshops or training sessions to equip employees with coping mechanisms. Cultivate a culture of open communication where employees feel comfortable discussing their challenges and seeking help. Take proactive measures to redistribute tasks or adjust workload as necessary to prevent burnout.

Promoting well-being in the organization involves prioritizing work-life balance through flexible schedules and remote work options. Offering stress management support, fostering open communication, and ensuring fair workload distribution are essential. Additionally, supporting professional growth and recognizing achievements contribute to creating a positive and nurturing workplace culture that prioritizes employee health and happiness.

To mitigate burnout and improve staff retention rates in global talent acquisition, a strategic strategy includes rethinking workflows to reduce stress and increase efficiency. This might entail optimising procedures, reallocating duties, and deploying technological solutions to simplify work. Furthermore, creating a supportive work culture that emphasises work-life balance, provides chances for skill development, and promotes open communication can help reduce burnout and increase team retention.

Revamping workflows is like upgrading a road. It smooths the journey. Look at your GTA processes, aiming to simplify and automate them. Ensure everyone has a fair share of the workload and provide the team with efficient tools. By redesigning workflows thoughtfully, you can inspire a more motivated and energized team, ready to tackle challenges with renewed enthusiasm. Cooking Up Success in GTA

Address workload, promote work-life balance, support mental health, recognise achievements, provide development opportunities, foster teamwork, conduct regular check-ins, and address root causes.

When you demand the same output with less resources, you create burnout. When you put more work onto someone's plate that overwhelms them, you create burnout. When you ask for more hours for the same pay, you create burnout. When you mask more work under the guise of a 'stretch assignment', you create burnout. Resource allocation can be tricky following a RIF or layoffs, as the remaining team, although thankful they still have a job, now must operate in this new, higher stress, work environment. You must perform a deep dive into each remaining person's strengths, weaknesses, motivations, and needs. By gaining insight into these four areas, you can align the right person(s) to the right tasks(s). Utilize my STAY Interview to achieve this.

Burn out is a burning topic across the world of work. Leaders will need to adopt the art of empathizing, open communication, team engagement, flexibility and redistribution of workload to mitigate burnout with minimal impact on retention. The very statement that "employees dont leave organisations but leave due to the leader" stands true.

I think the question is what constitutes burn out as it could reflect many different situations and attitudes. Is it because you are working 60 hours a week on end. Or because you have a sick partner or kids plus the hours at work. Or you use it as an excuse to get less work. A good leader needs to identify exactly what is affecting the team member. Remedy thoughtfully

Creating a thriving workplace involves: Investing in Leadership Development: Equips managers to address burnout, enhancing team morale and retention, crucial in high-pressure environments. Consistent & Transparent Communications: Fosters trust by aligning individual and organizational goals. Accountability at All Levels: Builds a culture of ownership and pride in work. Empowering the Team: Increases engagement and innovation by trusting employees to make and act on decisions. Talent, Culture, & Passion: The synergy of the right people, strong values, and deep enthusiasm drives organizational magic.

I'd argue, investing in leadership development is one of the most impactful things you can do as a means of decreasing burnout within an organization. Further, it's one of the first places organizations should investigate and invest when there is a burnout issue across the organization. Good leaders motivate the masses, move mountains, create communities, and facilitate cultures of learning.

The best leaders that I’ve ever worked with all had one thing in common…empathy. Empathetic leaders need to be positioned as role models within organisations, and the important role empathy plays in preventing burnout in employees should be included in development programs.

🦋 Balance Work Constellations: Ensure each shines without burnout. 🦋 Cultivate Work-Life Gardens: Harmonize work and life, nurturing with rest. 🦋 Empower Galactic Growth: Spark knowledge to prevent burnout. 🦋 Embrace Cosmic Flexibility: Adopt remote work and flexible hours. 🦋 Supportive Constellations: Value every voice in a supportive environment. 🦋 Celebrate Stellar Achievements: Illuminate successes, fueling motivation. 🦋 Watch for Burnout Signs: Act swiftly with counseling and wellness initiatives.

To address burnout in Global Talent Acquisition and improve retention rates: Recognize signs of burnout and regularly assess employee well-being. Promote work-life balance and avoid overloading employees with excessive work. Provide resources such as counseling services and stress management workshops. Foster a supportive culture where open communication and empathy are encouraged. Clarify roles and responsibilities to prevent ambiguity and reduce stress. Encourage employees to take time off and offer flexible work arrangements. Provide opportunities for skill development and career advancement. Address any organizational issues contributing to burnout.

You may need to investigate what exactly causes your employee burnout and work towards minimising that problem. Point is managers expect alot of output from employees in a limited time frame and don't wanna pay extra. Employers need to realise that they don't hire machines but Human beings.

I believe building and maintaining an excellent relationship with your line manager, team members, and your immediate stakeholders would make all the difference. If you have a problem that you are struggling to resolve on your own, don't be afraid to ask for help. Nobody knows everything. Everyone starts somewhere. So, go ahead and seek help. Be self-aware. If you are at capacity, you need to let that be known to your line manager or to the wider team during team meetings. Don't wait till the very last minute, leaving your manager with no time to get you support or redistribute the workload. These few tips managed to keep me from getting burnout at work.