Tag: employee burnout

Burnout and unhappiness at work are more common than you think. According to a survey from the South African Depression and Anxiety Group, 60% of respondents wish they could afford to quit their jobs. Additionally, 50% of respondents feel unhappy about returning to work each Monday. Some 13% report burnout. These are alarming statistics.

With boundaries between work and personal life growing blurrier than ever, a growing movement has emerged across the globe. This movement seeks to formalise, and even commit to policy - the right of employees to disconnect completely during personal downtime.

It reads like a paragraph from a history book; first there was the Great Resignation, followed by the Great Renegotiation, all in span of three years. The pandemic led to millions of employees resigning their positions monthly.

The phenomenon of job-title inflation has gained traction in South Africa, driven both by young professional’s ambition for accelerated career progression and employers' efforts to engage staff while managing costs. This trend has led to an increase in roles with prestigious titles, such as 'Lead', 'Vice President', or 'Manager', being offered to individuals with limited experience, skills, or corresponding salaries.

There’s no denying that technology has indelibly transformed the modern workplace, especially following the onset of the global pandemic. Streamlined processes, enhanced communication and boosted productivity are just some of the benefits businesses have eagerly embraced in the digital era. These benefits come at a price.

The contentious issue of quiet quitting in the workplace or putting in minimal effort to avoid termination is considered by some to be a logical repercussion of COVID-19. But businesses are under extraordinary pressure of the Great Resignation trend, local talent moving abroad for better opportunities and a general shortage of skills.

South Africans are getting poorer as wage increases lag behind inflation as the "Great Resignation" trend continues to grip employers. South African employers expect to award wage increases of 4% to 6% in the next 12-month period, which is substantially below the current 7% inflation rate, denting employee disposable income and placing pressure on companies to find new ways to keep staff engaged and retain critical skills.

Pandemic-related uncertainty and stress saw human resource (HR) departments emerge as valuable partners in ensuring business continuity and success. The role of HR practitioners has evolved, and they are now more important than ever as crucial support structures for employees and facilitators of their overall wellbeing.

When one thinks of remuneration data, one tends to think of payroll data specifically. This article aims to broaden thinking about a bigger pool of data that could be a critical strategic tool for people managers and business leaders in the future.