HOW TO HELP BURNED-OUT EMPLOYEES 1. Listen To Feedback & Act


3. Off er Perks To Help


A leading cause of employee burnout is dysfunctional workplace dynamics. To identify and fi x these issues, start by gathering employee feedback. Your employees want to be heard and technology can help facilitate communication. With OnShift, employees can provide feedback through quick and easy pulse surveys to uncover issues that need immediate attention or intervention. As you start to gather feedback, it’s critical to address these issues with your employees and work with them to implement a solution when appropriate.


2. Encourage Work-Life Balance


Many senior care employees have other jobs and obligations outside of work. Without balance and control over one’s schedule, burnout is likely. Consider shorter shifts or adjusted start and fi nish times to provide more fl exibility. In addition, make employee schedules transparent and collaborative. OnShift helps employees improve their work- life balance by providing mobile access to view and manage their schedules. This helps staff stay connected with work while balancing additional responsibilities.


Using OnShift to gain immediate access to earned wages helps employees avoid costly payday loans, late fees and bank overdraft charges when money is tight.


4. Balance Staffi ng During Peak Times


It’s important to not overwork your staff , especially during peak times. When staffi ng is not balanced, it can feel chaotic to employees. Consider your busiest times, such as morning routines, lunchtime or during activities and adjust your labor budgets to ease the burden on those employees. OnShift makes it simple to set and adjust your staffi ng budget based on your organization’s unique needs. This allows organizations to stay on target with their staffi ng budgets and avoid employee frustration during those times.


Additional Perks To Help With Employee Burnout • Tuition assistance


• Rewards & recognition program • Childcare assistance • Gym membership discounts • Employee mentorship program


OnShift is committed to helping


senior living providers create a consistent and engaged workforce. Listed above are a few best practices to help providers identify and prevent employee burnout.


i Burn-out an “occupational phenomenon”: International Classifi cation of Diseases, World Health Organization, 2019.


ii Preliminary results from OnShift’s workforce survey, 2019.


iii Registered Nurse Burnout, Job Dissatisfaction, and Missed Care in Nursing Homes, Journal of the American Geriatrics Society, 2019.


iv Employee Burnout, Part 1: The 5 Main Causes, Gallup, 2018.


v Special Report: Financial stress and the bottom line: Why employee fi nancial wellness matters to your organization, PWC, 2017.


EMPLOYEE EXPERIENCE WITH ONSHIFT SOFTWARE


REDEFINING THE


• Provide easy & fl exible mobile schedules • Get real-time employee feedback with pulse surveys • Recognize & reward employee contributions • Give employees access to earned wages before payday


Learn more OnShift.com SEPTEMBER/OCTOBER 2019 ARGENTUM.ORG 31


• Smoking cessation & weight loss programs


• Transportation assistance


Take a comprehensive look at your health, wellness and employee perk programs to see if they are meeting your employees’ needs. Consider off ering Employee Assistance Programs (EAP), stress management classes or personal coaching. With 53% of employees experiencing fi nancial stress, take a look at pro- viding access to earned wages before payday to help employees when unexpected expenses occur.v


SIGNS OF EMPLOYEE BURNOUT


• Employees who were once welcoming are no longer engaged, rarely say hello and fail to make eye contact


• Frequent use of PTO with numerous last- minute time-off requests


• Employees missing breaks, lunch & clocking in/out inconsistently


• EAP requests or additional benefi t inquiries


• Increase in resident or family complaints


• Reduction in committee/ volunteer involvement


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52