Are work stress and burnout being underestimated?
In the healthcare, hospitality, and education sectors, in particular, stress and burnout have been the topic of discussion in recent years. Working beyond your capability for a long time is not healthy. Structural work stress due to excessive workload, for example, has a negative impact on the productivity and quality of the organization in the long run. Long-term work stress is also at the expense of job satisfaction and the atmosphere.
American research shows that almost half of the employees (57% of men and 47% of women) say they experience daily stress at work (Accountemps, 2017). Other studies emphasize that as a result, one million people are at risk every year of a burnout and other work-related psychological complaints, such as sleeping problems. This should never be seen as acceptable. Not to mention the costs for employers and employees themselves.
Read here 10 tips to prevent work stress as a manager or employee.
Happy workers reduce the number of burnouts by 80%
High employee engagement ensures 66% less sickness
Why does it help to measure work stress?
Most people experience light stress at work every week and there is little wrong with that. Light work stress can even have positive effects, such as the energy boost that you get shortly before a deadline. It helps to get the best out of yourself if you have to.
However, it is important that this work stress is not extremely high or present every day. That is not always easy to control or determine. That is why it is important to ask enough questions. Do your employees feel tense or frustrated? Perhaps relaxed or engaged? How is that exactly? And how long have they been feeling that way? Origins of workplace stress are, for example: heavy workload and deadlines (33%), achieving a work-life balance (22%), impractical expectations of managers (22%) and conflict between coworkers (15%) (Accountemps, 2017).
Regularly receiving feedback about moods at work and the factors that influence them, helps to detect, reduce and prevent work stress and burnouts.
How do you measure stress in the workplace?
To get feedback from the organization on time, and not when it’s actually too late, it’s important to measure regularly. An annual Employee Satisfaction Survey gives a whole lot of usually outdated information in one go and is therefore not the most efficient and effective tool.
With the innovative 15 second survey from 2DAYSMOOD, you continuously measure work stress. Once a week our tool asks two questions about your mood and the reasons for it, via email or mobile app. The data is then collected anonymously for realtime analysis and improvement possibilities. This continuous and data-driven approach ensures a high response rate – on average 70 percent. You therefore get a clear and reliable image of the stress and happiness levels in your teams, departments and organization, in realtime or as a trend.
Experience how our feedback tool works through a free live demo.
Or read in our brochure how you can both measure work stress and job satisfaction.
More about preventing work stress…
(update) Employee Moods matter, especially in a long-lasting crisis!
Moods (during work) are the driving force behind our thoughts and actions. And that makes them the m...
5 Lessons from Employees for the New Normal in Companies
PRESS RELEASE As many crisis managers emphasize during this pandemic, with only 50% of the knowle...
6 Personality traits of a successful Remote Worker
In many organizations, employees are forced to work remotely. We have experienced the pros and cons,...
Corona outbreak: why companies should focus on output, not availability
Angelique Slob is the founder of Hello Monday Club and as a “Remote Working Expert” partner of 2...
5 Research backed Tips to Keep Remote Workers Engaged
Now-a-days, remote working or working from home has become pretty standard in organizations that can...
Acquiring a company? Measure employee satisfaction before you sign!
As a director, investor or shareholder, what could you learn from the vision on employee satisfactio...