What’s that eight-letter word that makes HR and talent management professionals cringe? That’s right—turnover. Some turnover may be healthy, but when your turnover rate gets too high, it can cost your company big. According to a study by the Society of Human Resource Management, employers will spend the equivalent of six to nine months of an employee’s salary just to find and train a replacement. That’s why it’s important to find out why people are leaving. Is burnout part of the problem? Here are four ways to find out:
- Look and learn. Many times, an observant manager will see the warning signs. Managers who have strong relationships with their employees will likely notice subtle changes in their behaviors or attitudes. Additionally, employees who have good relationships with their managers will feel more comfortable speaking openly with them about why they may be feeling burnt out.
- Take a poll. If you want to track burnout on an organizational level, try surveys as part of your onboarding or talent management process. Engagement surveys can help identify trouble areas. They can also target specific departments that may be suffering from stress or burnout so that you can intervene before it becomes a real problem.
- Watch for signs. While micromanaging your employees is never a good idea, checking in on their time spent on the job may be useful when it comes to investigating burnout. A cursory analysis or timesheet can provide key insights into how employees may be feeling. Are they working long hours? Are they missing work more often than normal? Both overwork and absenteeism can be early signs of employee burnout.
- Ask why. Don’t overlook the importance of exit interviews. When people leave, the easiest way to determine if their attrition is due to burnout is simply to ask. Document these responses and share your insight. Then, look for trends so you can get to the root of the problem and prevent employee burnout from happening again.
For more tips on identifying and preventing burnout, watch our webinar: How to Prevent Burnout Before it becomes a Turnover Problem.