{"id":11850,"date":"2022-02-11T07:47:03","date_gmt":"2022-02-11T06:47:03","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=9257"},"modified":"2022-02-11T07:47:03","modified_gmt":"2022-02-11T06:47:03","slug":"burnout-faelle-fuehrungskraefte-rechnen-mit-anstieg","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/en\/human-resources\/hrm\/2022-02-11\/burnout-faelle-fuehrungskraefte-rechnen-mit-anstieg\/","title":{"rendered":"Burnout cases: Executives expect increase"},"content":{"rendered":"
\"\"<\/a>
More than half of managers believe it is likely that burnout will occur among their employees. (Image: Pixabay.com)<\/figcaption><\/figure>\n

Round a quarter of the working population in Switzerland<\/a> is affected by emotional exhaustion, the core characteristic of burnout. Another study proves the need for action to prevent burnout cases. Companies are watching the situation very closely: 51 % of managers believe it is likely that their employees may experience burnout this year. This is one of the findings of the latest labor market study by Robert Half, a specialized provider of talent solutions.<\/p>\n

Pressure to deliver results, workload and lack of work-life balance<\/strong><\/h2>\n

Managers suspect increasing pressure to achieve results (26 %) and high workloads (24 %) as the main reasons for burnout. In each case, 23 % see the lack of work-life balance and the difficulty of reconciling work in the home office with simultaneous childcare as the main reason for high stress. In addition, HR managers rate the lack of prospects in the company (22 %) as a decisive factor for exhaustion. Other triggers cited by managers include fear of dismissal, problems in communication between employees and the company or colleagues (21 % each), and the downsizing of teams and lack of recognition (20 % each).<\/p>\n

\"Burnout is not a purely personal problem of an individual employee. The causes usually lie at the individual and company level. Accordingly, it is also the responsibility of companies to fulfill their duty of care and actively take countermeasures,\" says Eva Mahoney, Associate Director at Robert Half. \"Employees themselves should not ignore typical warning signs and should actively address and tackle problems to avoid getting into overload situations.\"<\/p>\n

Support for parents and greater health offerings as a remedy for burnout cases<\/strong><\/h2>\n

The particular problem of working parents has already been recognized by many of the companies surveyed by Robert Half. 43 % offer them more support and 41 % allow more flexible working hours. 34 % are increasingly providing wellness and health services for all employees. Regular exchanges (20 %) are also sought after. Nearly one in five companies (19 %) are turning to temporary staff and freelancers to better manage workloads and relieve permanent employees. Eva Mahoney: \"The effectiveness of temporary staff and freelancers is still underestimated by many companies. They can be used to reduce the high workload on permanent staff. They provide flexible support in the event of bottlenecks and can thus make a significant contribution to burnout prevention.\"<\/p>\n

Typical burnout indicators<\/strong><\/h2>\n

There are some typical warning signs that can indicate burnout and that managers should look for in employees:<\/p>\n