SHRM Blog

The Occupational Phenomenon Called Employee Burnout

 

Employee burnout is fast becoming prevalent in many workplaces and is also a recurring theme in my day-to-day conversations with people. Unfortunately, many workplaces dismiss the subject and make it more of the employee’s issue than a workplace issue. 


“Burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions: 1) feelings of energy depletion or exhaustion; 2) increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and 3) reduced

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The Hiring Sweet Spot: Employee Evangelism and the Candidate Experience

 

Providing a positive candidate experience is essential to attracting great talent in today’s tight labor market. Yet, a positive interview experience alone may not translate into a hire. Companies must go above and beyond to not only secure a ‘yes’ from a candidate but also ensure that ‘yes’ is lasting.

The happiness and engagement of current employees can play an important role. When interviewing for a job, candidates want a positive connection. The authenticity and genuineness of the people they meet plays an important role in developing camaraderie with a firm,...

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Will My Job Be There After Surgery?

 

Q. I’ve received a serious medical diagnosis that’s going to require surgery and a lengthy two month recovery. Luckily, the company where I’ve worked for two years offers good insurance; but because we’re small (fewer than 50 employees) they’re not required through the Family and Medical Leave Act (FMLA) to offer medical leave and hold my job while I’m gone.

So now I’m scared not just about getting through the surgery but also about whether I’m going to have a job after it’s over. How should I approach my employer about...

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Don’t Get Lost in the Weeds – Monet’s Garden Redux

 

I wanted to share a follow up to the idea of finding meaning in your work. Specifically, I wanted to comment on some of the feedback I received about the gap between formal performance evaluations and ratings – and the intrinsic satisfaction that comes with finding meaning in your work.

Many people find meaning outside the day job, and that is, perhaps, more important than an endless search for meaning in the day job.

We live in a time of great change. Decades ago, the pundits predicted that by this...

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Should You be Promoted Every Three Years?

 

If you didn’t catch it this week, a job board executive came out with how often you should be promoted early in your career. Basically, he said it should be every three years. Do you agree?

Early-career employees should aim to get a promotion around every three years, according to Ian Siegel, CEO of ZipRecruiter. “If you aren’t moving up after three years, there is a problem,” he said.
 
Let’s say you start your new job right out of college at 22 years old.
 
First job title (Individual Contributor):...
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Improve Talent Retention with This New Approach to Leadership Development

 

Do you have an intentional leadership development strategy?

As Henry Ford once said, “The only thing worse than training your employees and having them leave is not training them and having them stay.”

Henry Ford’s words have never been more pertinent as organizations struggle to hang onto their top performers in this economy. And though it’s tempting to instinctively go for that new shiny penny when a new leadership role opens up, what if there was already an internal leader poised for the challenge as opposed to looking externally?

Leadership...

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Informal EU Expert Group on Economic Migration

 

As an official appointed member of the EU Transparency Register, SHRM participated in the 4th meeting of the European Commission Expert Group on Economic Migration in Brussels on May 23, 2019—raising the voice of the HR profession around the world.

The European Commission uses expert meetings to get input from relevant stakeholders in different policy areas to formulate new policies. The expert meeting had representatives of several employers’...

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HR Strategy: How to Work ON Your Department, Not Just IN Your Department

 

One of the challenges with HR strategy and strategic HR is that it’s often talked about in vague terms, which means it isn’t always easy to understand for some individuals. There’s a great metaphor for this concept in the world of entrepreneurship put forth decades ago in The E-Myth by Michael Gerber. Here’s the core of it:

When someone starts a small business (even if it’s a sideline HR consulting business), they do so because they want to do a certain task: writing, painting, consulting, and so on. The problem

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Elevating the Debate

One of the great things about working at SHRM is the opportunity to speak with so many HR professionals and business leaders who are making a real difference in their workplaces. One thing I’ve certainly learned is that every one of SHRM’s 300,000-plus members has unique experiences and viewpoints that deserve to be heard.

But the challenge I, and many of us, face today is a change in the atmosphere around public discourse. Unfortunately, we’ve seen a precipitous decrease in the level of civility when people express their opinions and beliefs. This...

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