According to the National Alliance on Mental Illness 1 in 5 American adults suffer from a mental illness each year. Anxiety disorder alone affect 40 million people, interfering with multiple facets of their life, including work.
Since the novel coronavirus (COVID-19) appeared, not to mention the constant bombardment by the news and media, the upcoming election, open enrollment, COVID regulations and death, year-end and much more, it can be quite overwhelming.
One can only ask, how are employees doing amidst this whirlwind of unexpected events? How do we measure burnout?
October’s Mental Illness Awareness Week was a timely reminder to check on your employee’s mental health, especially now. October may be coming to a close but in today’s chaotic environment, caring for others should not end in October.
HR Technology Solutions: Caring for Employees
Let’s look into how Breeze 360 can help you and your team get to the bottom of employee issues like burnout.
1. Determining the problem
“ 46% of HR professionals cite burnout as the reason for half of their yearly workforce turnover. “ – Forbes
There are numerous ways to care for an employee but how do we know if an employee is on the verge of burnout? One way to find out is by checking the at-a-glance dashboard of Breeze 360 for trends. This valuable information can pin-point a decline in attendance and decipher if there is a company-wide, department or an individual employee issue. For example, if we look at the Key Performance Indicator (KPI), let’s say we know why other departments like IT and maintenance have low bars but we don’t have a clue why the Administration has a low bar. We can start investigating and get to the root of the cause.
They say prevention is better than cure and the same goes with your employee issues. Unusual employee issues like absenteeism is one of many key indicators to watch out for. Then following up with an open communication before the issue ensues can prevent good employees from leaving the company.
2. Digging in Deeper into the Insights
You can dig in deeper into the results by looking at the employee’s individual data. As the supervisor there are four ways to review employee trends. The best way check on employee data is Points Tracking, but you can also backtrack with the Employee’s Calendar, view Employee’s Year At A Glance or review Employee Reports.
a. To do Points Tracking head to Reports> Point Infractions> Employees> Date Range> Point Categories> Export Results with PDF, Excel or Word. With points you can track ‘occurrences’ like excessive PTO. Then you can see how many times they have happened.
b. To backtrack using employee calendar head to Employees> Department> Select Department> Select Employee Name > Review Employee’s Calendar.
c. Another way to briefly review employee trends is by heading to the Year At A Glance. Legend is available for abbreviated categories. To go here head to Employees> Select an Employee> Click Year At A Glance.
d. Another way to view a detailed version of employee trends is the Employee Details Report. You can set up employee reports depending on your company’s policy. Our tech support will help you with the set up. Employee reports will give you valuable insights about real-time employee data. To view this head to Reports> Employee Reports> Employee Details> Employees> Select Employee > Select Report Options> Date Range> Categories> Projects> Submission Type> Export as PDF, Excell or Word. The details on the report will give you an insight for your next steps handling the employee’s situation.
3. Call-to-Action
Features such as Point Tracking, Employee Calendar, Year At A Glance and Employee Reports are just few helpful features that help HR decision-making and solve one of the many pain points that HR’s and business leaders are facing today–absenteeism and fast turnover trends.
In our example above and based on the information from the reports, John Burton, has been consistently taking PTO in August. Digging deeper into the employee calendar’s previous logs, we found out that he had bereavement prior to his PTO’s. Now that we know who to talk to in the department–depending on your company’s bereavement leave policy–the next step is to plan how to approach John and figure out what the company can do for him.
“Previously the numbers show how financial stressors are contributing to worker productivity. There are more than just financial stressors, however, and organizations now take a holistic approach to get more from their staff.” – 202 Essential HR Statistics: 2020 Analysis of Data & Market Share, financesonline.com