PC-MAY22-PG52.1_Layout 1 16/05/2022 10:31 Page 52
WORKFORCE MANAGEMENT
AVOIDING EMPLOYEE ‘BURNOUT’
HR technology plays a role in retaining employees and managing burnout, says Neil Pickering, Industry Manager, EMEA at UKG
with a change in customer expectations have shaken up the landscape of the industry. As a result, the survival and growth of businesses in this sector hinges upon flexibility and a willingness to adapt to these new challenges. However, it is the workers who deserve the
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plaudits for sustaining businesses during this volatile period. They have demonstrated malleability – adapting routines and schedules to fit the demands of their job roles. For example, a study from The Workforce
Institute at UKG found that 51% of UK employees had seen an increase in working hours since the pandemic began, shining a spotlight on the possibility of employee burnout and a fight to retain workers. This highlights the importance of businesses meeting employee needs, alongside satisfying the expectations of clients. HR technology and workforce management
are pivotal tools for achieving these objectives. Automation can provide solutions to enhance the working environment for employees, thus neutralising the effects of burnout. A fulfilled workforce will provide excellent customer service, while utilising resources more efficiently will lower costs. Therefore, efforts to eliminate burnout should boost both employee experience and business profitability.
Maintaining a Connection Research demonstrates that businesses whose employees feel listened to are 88% more likely to perform well financially. Employees in the facilities management sector work in a diverse range of environments, so nurturing a connection with staff is crucial for driving safety, wellbeing, and compliance. Workforce management and HR Service
Delivery (HRSD) are versatile practices, allowing employers to share news with workers, while also giving employees the chance to feed back on their health and wellbeing. In workforce management
52 MAY 2022 | PROCESS & CONTROL
acilities management organisations have faced a turbulent few years, as the uncertainty of the pandemic coupled
If the technology is employed correctly, business performance will soar and employees will stay longer in a role where they are valued and feel listened to
employee is able to work. Meeting all of these objectives requires a tool more advanced than a simple spreadsheet. Fortunately, the latest workforce
management solutions simplify the processes of forecasting customer demand and building labour schedules that are optimised to balance all factors, by leveraging artificial intelligence (AI) and machine learning (ML). Through this technology, managers can quickly and easily build schedules that reduce burnout and meet the needs of stakeholders.
applications, a feature called ‘attestation’ distributes customisable surveys to employees when clocking-in or out of their shifts. These surveys record information such as an employee’s health status or whether they suffered any incidents at work. Additionally, announcements can be
pushed to employees via their mobile devices, keeping the workforce updated on any new company information. This increases transparency and openness, permitting businesses to engage with all colleagues – even those without a company email address. Ultimately, productivity and service quality
diminish when an employee is overworked, unhappy and disengaged. Often, they will leave the business sooner if this is the case. If organisations want to reduce attrition and burnout, they should offer flexibility and consider workers’ individual needs. It is important that schedules align with a
host of components: customer demand, workforce skills, certifications and availability, labour budgets, labour rules and regulations, and employee contracts. Furthermore, schedules must also account for the possibility of burnout. For example, businesses should consider the physical demands of the role, length of shifts and physicality of the worker. And these schedules must also factor in the specific needs and preferences of individual employees, for instance where and when an
Encouraging Employee Autonomy Employees seeking greater autonomy and flexibility are willing to switch employers to ensure its possible. However, granting employees increased flexibility can benefit your business too by aligning resources with demand and controlling labour costs. Giving workers self-service access to HR and
workforce management tools will improve employee experience, while reducing the administrative burden on managers. Mobile workforce management apps
enable employees to self-service a wealth of actions such as: recording working hours, voicing concerns, booking leave, swapping shifts with colleagues, requesting additional shifts, viewing timecards and balances, viewing payslips, and booking holidays. Old manual methods involving either HR, payroll or managers are inefficient in comparison, wasting time and money. Overall, using HR technology to reduce
burnout, grant autonomy and enhance employee experience is a mutually beneficial process for employer and employee. Employees will feel happy and engaged, leading to increased productivity and a higher standard of customer service, while businesses will reap the rewards of this and see profits rise.
UKG
www.ukg.com
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