This last Labor Day should have been a day of rest—a chance for employees to recharge and reflect on the contributions they’ve made to their organizations. But for many workers, the reality was likely far from relaxing.
A 2023 Gallup survey shows that only 32% of U.S. employees feel engaged at work, and burnout is hitting record levels. The American Institute of Stress also reports that 83% of workers deal with work-related stress, with burnout being a major issue. These stats are a clear sign that leaders need to pay attention when HR professionals suggest ways to create a healthier work environment.
The Cost of Ignoring Employee Well-Being
Workplace stress is expensive—really expensive. The American Institute of Stress says it costs U.S. employers almost $300 billion a year because of absenteeism, turnover, and lost productivity.
Harvard Business Review adds that stress at work leads to an extra $125 to $190 billion in annual expenses. High demands at work are a major reason, making up 8% of national health care costs and contributing to 120,000 deaths each year.
Still, many companies treat wellness programs or flexible work options as “nice-to-haves” instead of essentials. The result? A workforce that feels undervalued and overworked.
HR’s Double-Edged Well-Being Sword
As an HR professional, you know the pressure of keeping your team happy and engaged. Leadership might expect you to magically fix problems like low morale and high turnover, but without their support, it can feel like you’re pushing a boulder uphill. The tough part? While you’re busy trying to prevent employee burnout, you could be burning out yourself.
How to Celebrate Workers, Not Burn Them Out
HR can make a real difference by rethinking how the organization supports employee well-being. Here are a few strategies to get started:
Get Leadership on Board
Without support from leadership, you won’t get far. Show leaders how employee well-being impacts business results to get the buy-in you need. For more tips, check out the recording from our recent webinar, “Getting Leadership to Listen to HR.”
Be Careful Who’s Selected as a Company Hero
When your initiatives are focused on well-being, and your company core values are all about inclusivity, but those who get promoted or acknowledged for great work are the 60-hour/week workers, you’re sending the wrong message. When individuals are highlighted for their contributions to the workplace, be sure they’re contributing with an eye toward well-being for themselves and others.
Provide Recognition and Growth Opportunities
Celebrate the small victories and acknowledge employees who go the extra mile with their innovative ideas or leadership skills – not with a crazy work schedule. And, people get burned out when they feel stagnant, so be sure to provide clear opportunities for career growth to keep everyone motivated and engaged.
Address Your Own Burnout
Don’t forget to take care of yourself. Advocate for your own well-being, just as you do for others. If leadership isn’t providing the support you need, consider whether your current role is sustainable for the long term.
Labor Day Can Still Count
Labor Day has passed, but it’s never too late to go above and beyond just acknowledging your workers—take real steps to make sure they feel valued and supported. As an HR professional, you’re the backbone of your organization, but you can’t help others if you’re running on empty, too.
By focusing on both employees’ and your own self-care, you can create a thriving work environment for everyone. For more support, check out our LinkedIn Learning course on Driving Workplace Happiness!
The post It’s Labor Day: Are you celebrating your workers or burning them out? appeared first on Civility Partners.
“We are committed to helping your organization meet its goals by partnering with you to develop and deliver systemic solutions to negative workplace behaviors. We will partner with you to build a positive and healthy work environment so your employees can thrive.
We don’t focus on the corrective actions involving eradication of problems and negativity, we focus on finding solutions that create a safe and civil workplace – and there’s a difference. Focusing on solutions creates preventative and sustainable change.
Negative and aggressive workplace behaviors are systemic. In order to effectively remove them, holistic and system-wide solutions that are tailored to your organization and focused on prevention, not correction, are required.”