91% of working people in Argentina claimed to be burned out or experience burnout syndrome, which is a Excessive exhaustion or stress linked to work. For the first time since the study was conducted, lThe perception of the employees coincides with the HR employees, something that did not happen in the measurements of previous years.
“For the first time, both workers and human resources specialists agree on the magnitude of job burnout. In 9 out of 10 organizations in Argentina, burnout is no longer just an individual perception but an organizational reality. The question now is to ask ourselves what we can do from the institutions to promote the well-being of talents,” he explained. Federico BarniCEO of Jobint.
Burnout 2024 is a study of Boomerang in which 5,899 workers and human resources specialists from Argentina, Chile, Ecuador, Panama and Peru. The research explores how talent experiences burnout syndrome and what policies HR specialists implement to mitigate it.
Argentina is the country with the highest number of “burned out” workers
Argentina continues to be the country in the region with the most employees who suffer burnout. Behind are Chile; with 89%; Panama, with 88%; Peru with 82%; and, finally, Ecuador with 78%. This data is repeated for the third consecutive year: In 2023, Argentina was in first place with 94% and, in 2022, with 86% of talents expressing the same.
Besides, 90% of Argentine employees said they felt more exhausted than last year. In 2023, the figure was also 90%, as working people expressed that they felt more burned out compared to 2022.
When asked specifically what they experience, 53% say they feel a lack of energy or extreme exhaustion; 38% mention negativism or cynicism towards their work; and 21% report a decrease in their work efficiency. Only 7% say they do not present any of the symptoms of burnout.
One of the factors that is usually related to burnout is the number of hours talents work and if they work overtime. As for whether they respect their working hours or work outside of them, 56% of workers say they do not exceed their working hours, while 44% say they do.
How many hours do they usually work? 37% work between 45 and 50 hours per week32% between 35 and 45 hours, and 15% exceed 50 hours.
Working people shared what they consider to be the main causes that lead them to feel this way. 22% relate it to work overload; 21% with the treatment of their superiors; and 19% with a lack of clarity regarding the responsibilities of their role.
Women report a higher incidence of burnout syndrome
When analyzing the results of the study by gender, it is observed that 92% of women report experiencing burnout in the last year while 89% of men and 85% of people of other gender identities also report suffering from this syndrome.
Is there any relationship between burnout and age? Burnout is more common in the 26 to 50 age group, with 91%. The ranges from 18 to 25 years old and over 50 register 87% in both cases.
23% of those affected do not do any activity to feel better. Although 91% of working people say they feel “burned out,” 23% do not do any activity to feel better and 4% do not plan to do anything to mitigate burnout.
However, the majority 77% carry out activities to prevent or reduce burnout. 35% do physical exercises, such as going to the gym, and relaxation exercises, such as yoga; 20% prefer to read, watch series and do activities that disconnect them from routine; 10% try to keep in touch with their loved ones; 4% disconnect work devices after work hours; and 3% maintain a daily routine that helps reduce uncertainty and generates less stress.
What do people plan to do to reduce or combat burnout? 55% consider changing jobs; 10% intend to start activities that help them relax; and 5% plan to establish a different routine.
“Burned” employees: what companies plan to do
The data speak of an indisputable presence of burnout in organizations. Now, to what degree? The experts estimated the percentage of workers who consider they are suffering burnout in their institutions: 70% consider that it affects 12% of people; 16% estimate that 50% of their team goes through it; and 13% believe that it reaches 80%.
Human resources specialists noticed that the workers in their organization suffer from burnout because: 68% detected constant fatigue and exhaustion in their employees; 49% observed disinterest in work; and 32% perceived a lack of satisfaction regarding work achievements.
Regarding whether talents approach the HR area to express that they are “burned out” or experiencing the symptoms that characterize burnout, 56% of specialists answer yes, while 44% say they never did.
Among the main burnout symptoms identified in employees are: disinterest in work and decreased performance (66%); chronic fatigue and constant exhaustion (65%); and loss of motivation and enthusiasm at work (61%).
68% of organizations do nothing once burnout is detected in a talent Once it is detected that a talent suffers from burnout. Furthermore, 92% of specialists affirm that their organization does not implement strategies or measures to prevent or reduce burnout.
Among those who do act, 22% offer emotional support; 13% mention that tasks and responsibilities are reassigned; 12% promote a flexible work environment; and 9% reduce the workload of the affected employee.
In those institutions that do have strategies to reduce or combat this syndrome, 50% point to promoting work-life balance; 42% the supervision and continuous support of superiors; 33% encouraging open communication and feedback; and another 33% emotional and mental well-being programs.
What strategies do specialists believe would be effective in preventing burnout? 66% of human resources specialists consider flexibility in schedules and work modalities key; 52% point out the importance of incentive and recognition programs; and 50% highlight the relevance of emotional and mental well-being programs.
Regarding the impact of burnout on the organization, 77% of HR professionals believe that it reduces the quality of the affected person’s work; 58% indicate a decrease in organizational commitment; 53% consider that talents are lost; and another 53% mention an increase in staff turnover.
Source: Ambito
