Employers Have Resources to Boost Engagement, Prevent Burnout

A 2022 study by the Yale Center for Emotional Intelligence found some startling insights into the mindset of U.S. employees well worth paying attention to.


In a survey of 1,000 U.S. employees, Yale discovered that 2 out of 5 reported high engagement and low burnout, resulting in positive outcomes. On the other hand, the data also showed that 1 in 5 employees is highly engaged and at risk of burnout.


Though the latter were enthusiastic about their work, they reported negative outcomes such as stress and frustration. These employees also had the highest turnover rates of all the employees surveyed.


This points to the idea that companies are at risk of losing some of their most motivated and hardworking employees and may not even see it coming.


And year after year, concerned managers and researchers discuss Gallup’s shocking statistic that 7 out of 10 U.S. employees report feeling unengaged. Figuring out how to increase employee engagement has been a provocative question for companies and consultants across the board.


The concept of employee engagement is still a new idea. In the past, employers were only focused on employee satisfaction, which hinged on monetary rewards like salary and bonuses. Eventually, employers expanded on this by making the workplace more enjoyable and boosting company morale and camaraderie.


Most recently, employers have focused on the need for career development by offering training and development programs. In addition, companies have tried to boost employees’ sense of purpose by giving back to the community through charitable and volunteer programs. Yet, despite these efforts, boosting employee engagement remains a challenge.


So, what else can employers do?


‍Though attempts to boost engagement through monetary incentives, company culture, and career development are helpful, what can help employees most is simple – balance demands and resources. Offer plenty of resources such as support from supervisors and rewards and recognition programs. Give them what they need to do their job well and feel good about it.


In addition to increasing resources, reduce demands to ensure employee workloads are manageable. Make sure that employees are not wasting time and energy on unnecessary tasks, meetings, or bureaucracy.


Accordingly, employees with high-demand work require a higher level of resources such as support, acknowledgment, and recovery. One way to motivate an overwhelmed employee when demands are high is to increase recognition.


Wellness platforms and rewards and recognition programs are highly recommended to provide support for employee well-being and ensure they are recognized for their challenging work.


At All Star Incentive Marketing, we help businesses empower their employees, engage them in business goals and help them to make meaningful contributions. A comprehensive incentive recognition and reward program will develop stronger relationships and increase employee satisfaction throughout your organization.


In economic terms, the multiplier effect refers to the proportional increase or decrease in final income that results from an injection or withdrawal of capital. In terms of Safety Reward Programs, the multiplier effect might refer to the ROI² (Return on Incentive Investment). A properly structured program significantly impacts overall employee engagement and safety culture, where employees are attuned to safety-related issues, inspired to display “Above & Beyond” safe behaviors, willing to be safety ambassadors, and encouraged to promote learning and support continuous improvement. Such best-in-class programs are designed to promote group objectives and reward individual behavior, engaging, motivating, and rewarding the people behind your success.

Fortunately, there are thousands of companies in high-risk industries that have excellent safety programming, training, and coaching in place. Many include safety in their list of core values and have invested heavily in EHS (Environment, Health, and Safety) technology, training, telematics, and personnel. However, too many miss the opportunity to incentivize and recognize individual safety contributions, behaviors, and performance.

Programs featuring tangible and experiential awards as the reward currency can have a multiplying effect that pays dividends. Benefits include a more highly engaged workforce, fewer accidents and incidents, reduced claims and losses, lower turnover and absenteeism, better communication, increased productivity, visibility to leading and lagging indicators, incremental coaching and training opportunities, and improved profitability.

So, what’s the rub? Are engagement programs focused on employee safety, health, and wellness expensive to implement? Do they only make sense for companies with thousands of safety-sensitive workers? The answer to both questions is no. Properly structured programs can be cost-effective and right-sized for companies with as few as 100 safety-sensitive workers up to those with 10,000 or more. The ROI² of these programs can be expressed as a ratio (in this case, 4:1), with quantitative results showing a savings of $4.00 for every $1.00 invested and qualitative results revealing higher employee morale, which serves as a catalyst for productivity. Safety Reward Programs help to mitigate risk, elevate employee engagement, and improve overall safety culture. They also present an excellent opportunity for companies to simply say thank you to their employees for being safe, committed, and engaged.

People have an inherent need to know that their efforts do not go unnoticed. Safety Reward Programs provide the stimulus and energy that encourage employees to perform at their best and achieve new heights.

Brian Galonek


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