Burnout and the Great Resignation:
What You Need to Know
About this Session
We've all heard about the Great Resignation. And now, a record-breaking number of companies are feeling it.
According to a Fortune Analytics survey, 73% of CEOs think that a labor/skills shortage will be the #1 external factor to disrupt business over the next year.
The data and debate around the great resignation can be boiled down to two main questions: 1) What's causing it, and 2) What can be done about it?
The answer to the first question -- probably to no one's surprise -- seems to be burnout. In a recent survey of 1,000 U.S. workers, 40% said they quit because they felt burned out. This reason outstripped organizational changes at their company (34%), workplace inflexibility and not feeling valued (20%), and lack of benefits (19%).
As a neuroscientist and stress researcher, I've been studying stress for over 25 years. Now, in my work as an executive coach, I understand exactly how workplace stress leads to burnout, which may then lead to feeling overwhelmed but undervalued, which ultimately may lead to workers walking away.
The neuroscientific equation seems pretty clear: stress of a global pandemic + ensuing burnout = great resignation.
But stress research can also provide answers to the second question: what do we do about it? Because if we know how to deal with stress and burnout, we will get a different answer to the equation.
Please register below to learn neuroscience-based, practical approaches to coping with burnout.
You will learn:
- The stress continuum (and how to tell where you and your co-workers are on the continuum);
- The signs of severe burnout and how they impact employee fit for duty;
- Personal strategies to coping with stress and burnout; and
- Organizational strategies to reduce burnout in their workforce.
Pamela Coburn-Litvak PhD ACC HLC