employee burnout, Human Resources Training

How to effectively deal with employee burnout

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Employee burnout is a problem many organizations face. In simple terms, it is a situation in which employees feel extremely pressurized at work, because of which they could run short of energy, enthusiasm and motivation in carrying out their work. When employees suffer from burnout, they could be fidgety, edgy, irritable, angry or go through a general loss of interest at work, which could spill over to their life as well.

Burnout can be due to a variety of factors, some of which include pressure from colleagues or pushy managers, lack of interest in the job, lack of creativity in what is being done, monotony of the work and other related factors. Having said all these, it is also equally true that it is the individual’s mental state too, that contributes heavily to employee burnout. It is the mental makeup of the individual that goes a long way in determining whether she handles pressure or succumbs to it. Many people handle heavy pressure very gracefully while others cave in or overreact to even small pressures.

Effectively dealing with employee burnout

How to effectively deal with employee burnout is thus a concern for most organizations in which this problem exists. It is good for the organization to do this quickly and effectively because they are as much victims of employee burnout as the employees themselves. An organization in which employees are low on energy and fire cannot be expected to compete in the market. Their products and services are not going to be of high or sound quality. And, in this era of information overload, it is never difficult for them to earn a bad name through the social media.

Prevention is key

We have heard the old saying that prevention is better than cure. This goes very well for burnout. Burnout is seldom noticed at first glance. It takes some time to build up. Being receptive and sensitive to these issues, HR should take the lead in identifying burnout among employees and should initiate remedial preventive actions before something big happens. These could include taking the employee into confidence and understanding what is making her behave erratically. HR can also counsel the employee and the manager to ensure that this is nipped in the bud to the extent possible. It could take the help of professional counselors and psychologists, which will go a long way in helping to douse the flames.

Identifying the employees with the potential is important

As we examined, not every employee has a burnout issue. Some are more prone to it than others. Here too, HR has a lead role to play in identifying those employees who show a tendency for burnout. It should particularly look for triggers in their behavior that could elicit stress. Those who lose their temper without reason, for instance, could be a candidate for burnout.

Identify the immediate triggers

Although employee burnout can be largely up to the individual, some factors can cause even the most unflappable employees to react. This could be extreme provocation from colleagues, targeting them for handing excessive work, chiding or humiliating or abusing them, and so on. One of the highly proven methods of how to effectively deal with employee burnout includes talking to the team to understand if this kind of behavior is the precursor to burnout or is the result of some other issue, which could include domestic problems, sickness or other pressures at life.

Offer practical remedies

HR or other players in management who are tasked with how to effectively deal with employee burnout can offer immediate steps such as asking the employee to take off work for a day or so or encouraging them to take a vacation. While these can go some way in relaxing the employee and bringing her back at work refreshed; these are at best short-term, symptomatic treatments. They are not cures. Understanding and addressing the underlying problem is the most effective means for how to effectively deal with employee burnout.

Fitness, yoga and the like are known to be effective. But these too cannot serve their purpose fully if the employee does not have the basics resolved. HR and management can play a role in resolving this, but it is finally up to the individual.

 

 

 

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employment law, Human Resources Training, Law & Compliance

A glimpse at the Employment Law in the US

Almost all aspects of employment are covered by Employment Laws in the US. Employment law in the US primarily concerns the relationship of rights and duties between workers and employers. Whenever these laws are impinged upon, the aggrieved party has the right to go to court.

Employment law in the US is a very broad and huge body of laws. The US Congress enacted these laws from time to time with these intents:

  • Ending discrimination in employment
  • Fostering collective bargaining by workers
  • Helping workers get unemployment compensation
  • Building safety into the workplace
  • Helping put pension plans in place
  • Fixing numbers and making laws for worker pay

A look at some of the employment laws in the US

Nearly 200 employment laws in the US are governed by the Department of Labor (DoL). A look at some of the important ones among these:

The Fair Labor Standards Act (FLSA):

A major employment law in the US; the FLSA sets minimum wages and overtime pay for people who work in both the private and public sector. It has rules on payment: a minimum of $ 7.25 per hour and overtime of one and a half times the fixed wage for those who work for more than 40 hours a week. This Act also prohibits the employment of persons below the age of 16 and puts restrictions on employing those below 18 in certain categories of employment. The Wage and Hour Division of the FLSA also has labor standards under the Immigration and Nationality Act (INA), which apply to aliens that are authorized to work in the U.S.

 

Read more :  https://www.trainhr.com/control/employment-law

Employee Recognition, Human Resources Training

Timing and purposefulness are the hallmarks of Employee Recognition and Incentives

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Employee recognition and incentives form what is perhaps the most important factor in making employees stay in an organization. Also sometimes referred to as rewards and recognition; employee recognition and incentives strike at the very heart of employee morale. It is at the very core of human nature to crave for recognition and to get rewarded for good work. When an organization does that, the feeling of gratification it arouses in the employee is simply inestimable.

The two are different from each other

Employee recognition and incentives are sometimes treated differently from each other, although there is a strong relationship between the two. Incentives are in the form of gifts or other short term benefits. They are more like a prize that an employee gets for doing well at a point of time. An example of an incentive is “Employee of the Month”, which is a small reward that the employer gives an employee who worked best during a particular month. A symbolic gift or vouchers are usually given as incentives.

A recognition award is a different ball game. It is awarded in recognition of the fact that the employee is a valuable contributor to the organization. Employee recognition and incentives have a stronger meaning when the employee feels that the management is constantly observing and appreciating her performance. The fact that such employee recognition and incentives are given out at specific occasions and is made known to the entire organization is a great booster.
Read more :  https://www.trainhr.com/control/employee-recognition-and-incentives

employee policies and regulations, Human Resources Training

What all fall under employee policies and regulations?

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Employee policies and regulations are as essential and integral to an organization as its business. No doubt, it is the business that drives the organization, but a good deal of how the organization conducts itself in relation to its employees is reflected in its employee policies and regulations.

What are employee policies and regulations?

Employee policies and regulations are a set of declarations from the organization, which state what attitude and expectation the organization has for a host of activities. Usually, most organizations spell these out in written form and make the employee policies and regulations available to everyone in the organization.

These concern everything about the way an organization conducts itself. It could be employee recruitment, employee interviewing, induction, discipline, dress code, safety and a host of related aspects. These are spelt out in the employee policies and regulations of the company. An organization’s employee policies and regulations can thus be understood as a guideline that declares what procedures it follows in relation to many activities.

Why are employee policies and regulations necessary?

Employee policies and regulations are needed for every organization to demonstrate the kind of organization it is. The employee policies and regulations document is a living and organic document that describes the organization’s conduct vis-à-vis employee behavior. The set of employee policies and regulations also insulates the organization against potential legal actions by employees, as it serves as a written proof of what policies the organization follows in relation to employment terms and conditions, as well as what it expects from its employees.

 
Read more :  https://www.trainhr.com/control/employee-policies-regulations

Human Resources Training, payroll best practices

Payroll Professionals need to Master Multistate Taxation

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Multistate taxation is a challenge for payroll professionals. Taxation professionals need to be very circumspect in dealing with it.

The reason for this is not difficult to seek. The term itself says it all. Although we have a uniform Federal taxation on some items; there are several others which vary from one state to another. This makes the knowledge of the structure of taxation in each state a payroll professional’s elementary functions.

What complicates the matter is that in relation to three important aspects of multistate taxation; rules vary from one state to another:

  • Where an employee lives in one state and works in another, or works in two or more states simultaneously
  • Where organizations have operations or businesses in more than one state
  • Reporting requirements vary for all states where the company has employees working or in some cases, living.

Read more :  https://www.trainhr.com/control/multistate-taxation

HR compliance, Human Resources Training

Compliance risks are a challenge for HR

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HRcompliance risk is a topic of concern and challenge to HR. HR compliance is a basic requirement for any organization’s HR, because HR, like all other departments, has to be compliant with its own set of areas in which it has to be in compliance.

The reason for compliance risks

Many of HR’s activities are such that they are actionable, meaning they are activities that attract scrutiny. It is for this reason that HR has to be sure it is in compliance within set rules. It is for this very reason that HR faces compliance risks.

HR compliance risk is very high for actions which have long term and serious implications for the organization. When an organization takes major actions, HR has to make sure that it is on perfectly strong legal ground. This is why there are major HR compliance risks, because in each and every of its activities, HR has to ensure complete compliance with set rules.

 

Read more :  https://www.trainhr.com/control/hr-compliance-risk

Human Resource Information Systems, Human Resources Training

Human Resource Information Systems – an understanding

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A Human Resource Information System (HRIS) is a software system in which all functions of HR, payroll and accounting are automated. An HRIS system helps an organization’s HR and Finance to streamline their activities. This makes it simpler for them to keep track of the activities, and to also plan for many of their work-related schedules and capabilities.

An HRIS is expected to deliver automated solutions to many of the manual and clerical activities that these departments do. These activities, despite being routine, are time-consuming, because of which productivity suffers. It is to address this issue that HRIS is used in organizations.

What functions does an HRIS help speed up?

An HRIS facilitates all activities of HR and some functions of Finance. These are some of the areas of HR that an HRIS helps to keep track of and optimize:

  • hiring
  • hours of work each employee has put in on a particular day
  • benefits due to each employee
  • performance and appraisals
  • trainings that each employee needs from time to time
  • announcement of company policies

Some of the ways by which Finance benefits from an efficient HRIS

In many human resource information systems, Finance is built into HR activities. An HRIS usually helps Finance streamline and regulate work related to:

  • payroll
  • W-4 forms and related documentations
  • All types of accounting, such as tax deductions, etc. of each employee

Read more :  https://www.trainhr.com/control/human-resource-information-systems