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Employee burnout coupled with work life balance stats

A bit more detail about burnout – 80% of respondents in a survey by MindEdge Learning are seeing an increase, with 37% saying it’s a major increase.    (54%) of respondents said turnover is higher today than before the pandemic.   Most MindEdge survey respondents said their organizations are introducing ways to reduce stress or plan to do so, a 9% increase over 2020’s survey responses. Only 38% of respondents said their organizations were not doing anything to address employee burnout.

Kaspersky too, with burnout data – two thirds of employees are happy working from home… leaving a full third who aren’t.   Their conclusion is also a need for wellbeing focus.  

Of course… there’s more on that front too.   Unify Square looked also at workplace collaboration. 

Organizational plans have not suited some employees, with 12.79% reporting that they were more likely to quit their current jobs, and 1.24% would definitely leave.

Work from home is popular.  One in five (20.78%) enjoyed the lack of commute, and 30.02% believed that the biggest benefit of working from home was not wasting time in traffic.  One in three (34.1%) preferred the more flexible work-life balance, with 23.7% citing that this was the biggest benefit of working remotely. One in ten (10.66%) said that working from home enabled them to focus without distractions.

People who do work remotely tend to agree that working from home does resemble the in-office work experience. However, almost one in three (32.33%) said that it does not resemble the office at all.

Almost half of the employees (45.47%) said that face-to-face human interactions appealed to them about returning to the office, and 14.56% wanted the ‘water-cooler-moment’ in-person collaboration experience. 

One in five (20.6%) wanted to delineate personal life from work life. 

Why do we care?

Gauging employees right now is critical, considering they have more power than ever before.      Their mental health is something to manage, and they’re more fickle about their choices in life.   It’s tempting to try and couch this entirely in business terms, and I continue to focus on the intangibles of “what do people want out of life”.      Strong leaders are working with their people to make them happier.   Here’s some data telling you how they feel.