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As leaders view employee experience as a critical factor in organizational success, they should consider employee workload, according to a May 23 report by McLean & Co.
In companies that struggle with inefficient workload distribution, employees report higher rates of disengagement and turnover. Conversely, workers who report reasonable workload are twice as likely to be engaged at work.
“Workload optimization requires more than a band-aid solution. For meaningful change to occur, organizations need to address the underlying causes rather than the symptoms of workload challenges,” said Grace Ewles, director of HR research and consulting at McLean & Co. he said in a statement.
“It may seem like a daunting task, but achieving optimal workload doesn’t always mean eliminating work,” Ewles said. “Rather, it’s about striking a balance and finding the right workload for each employee at a given time.”
In particular, being intentional about achieving an optimal workload across teams and functions can avoid the dangers of boredom and burnout, and in turn, disengagement and attrition, Ewles said. Since workload is dynamic in nature, achieving optimal workload requires continuous action to identify challenges and implement interventions.
In fact, HR leaders play a strategic role in guiding their organizations’ employee experience efforts, according to the report, and can help optimize workloads through purposeful metrics and targeted interventions.
McLean & Co. suggests that employers define workload and factors influencing workload in an organization, measure workload with intent, and implement interventions at the organizational, team, and individual levels. When leaders focus on the root causes and what is really driving the workload challenges in their organization, they can better allocate effort and resources, according to the report.
Heavy workloads can affect workers’ plans to use paid time off and vacations, according to a recent Harris Poll survey. Although most employees reported satisfaction with their employer’s PTO and vacation policies, 3 out of 4 said they didn’t use them all due to heavy workload and pressure to be available and responsive.
This lack of time leads to exhaustion. About 65% of workers said experienced depletion in 2023, according to a single report. Although burnout has decreased slightly since 2022, most workers said it still negatively affects their work performance and productivity.
As more workers report burnout, fewer believe their employer cares about them and their well-being, according to an Aflac report. Offering mental health tools and resources, as well as work-life balance perks like flexible work schedules, could boost employee satisfaction, retention and recruitment, Aflac’s CHRO said.