Nearly one-third of people have faced burnout in the past few years due to health concerns, digital overload and a lack of work-life balance working from home. Now, a massive 58% in Australia, Singapore, Japan, Hong Kong and Malaysia are planning to look for a new job in 2022 as the Great Resignation looks set to hit the APAC region.
The good news is that businesses can use this as an opportunity to adapt, listen to what their workforce wants, retain talent that chooses to stay, and support those dealing with feelings of burnout much more effectively.
Spot workplace burnout early
Over the past two years, the most burnt-out countries have been Singapore at 37% and India at 29%. Many countries in the APAC region are already known for a deeply entrenched culture of overworking, and this has only been compounded by the challenges presented by the global pandemic.
According to the World Health Organization, workplace burnout results from chronic workplace stress that hasn’t been managed. This can lead to feeling:
- Exhausted or depleted
- Disengaged from work
- Overwhelmed or unable to manage workload
Impact on people and business
Burnout impacts retention. For example, just 9% of Australian employees are considered engaged at work, and 24% are actively looking to leave their employers, with the Great Resignation predicted to hit Australia by March 2022.
Overall, employers face losing younger talent, with 65% of 18–24-year-olds planning on resigning and 61% of 25–34-year-olds across Singapore, Japan, Australia and more.
Employees experiencing burnout at work are:
- 63% more likely to take a sick day.
- 13% less confident about their performance at work.
- Only half as likely to talk about their performance goals with their manager.
- More than twice as likely to look for another job.
What are people most concerned about?
Across the region, people are thinking about quitting their jobs due to:
- Lack of growth opportunities – 51%
- Salary – 38%
- Wellbeing – 29%
Other major stressors included feelings of isolation and disconnection.
These constant worries have understandably led to increased feelings of burnout in the workplace.
We can see this reflected in the online *search behaviour throughout the APAC countries:
- Last year in Australia and Singapore, online searches for “burnout symptoms” increased by 61%. That equates to almost 150,000 additional searches compared to the year before.
- Meanwhile, in Hong Kong, searches for “burnout syndrome” increased by 21%.
- During the same time, searches for “employee retention” in APAC countries have grown by 113% and searches for “workplace happiness” have risen by 101%.
How to Support Employees and Reduce Burnout
Foster a culture of wellbeing
Make physical and mental health a cornerstone of your company culture. Companies that prioritise wellbeing and provide their workers with resources to maintain better work-life balance enjoy a happier and healthier workplace culture.
Educate your managers
Supporting wellbeing and preventing burnout starts from the top down. Ensure your managers receive proper training on how to prevent, recognise and manage workplace burnout, both in themselves and their teams.
Make sure you have proper health and safety measures in place
It’s essential to provide a safe, hygienic work environment that allows workers to protect themselves and others. Over 34% of APAC workers surveyed reported that their company hadn’t equipped them with the tech or protective equipment needed to effectively socially distance and stay safe.
Encourage unplugging after work
The rise in remote working has caused an increase in after-hours meetings, work emails and work-related online chats. Encourage your employees to set stricter boundaries by switching off their work devices at the end of their workday. Put a “do not disturb” policy in place over weekends and holidays, including individual employee vacation days.
Look for ways to bridge the gap between physical and digital spaces
Do your workers have the tools they need to work remotely as well as in the office? And how easy is it for remote and in-office workers to collaborate? New hybrid workspaces and hub-and-spoke/ work-near-home models can make it easier to promote flexibility without blurring the lines between work and home life.
Find out what people value at work
According to research, 50% of people in the APAC region value flexible time off, 42% value hybrid working opportunities, and 44% value health and investment benefits from their companies. By taking the time to listen to and support people at work, businesses can attract new talent and support their existing teams in far more valuable ways in 2022.
*Data sourced from the Instant Offices Digital Demand Tracker
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