This is despite burnout across various demographics in New Zealand
A third of Kiwi businesses have yet to implement wellbeing programmes in their workplaces, a new study has found, amid findings that employees are suffering from burnout. Data from the Skills Consulting Group Work Wellbeing Index found that one in three employees have either experienced burnout or known someone who has in their workplace.
According to the report, highest levels of burnout were reported in healthcare (48%) and government (47%) sectors. Women (41%) were also more likely to experience burnout in the workplace than men (34%). Jane Kennelly, GM Wellbeing, Skills Consulting Group, said that burnout is a "disease" that could put businesses at risk.
"Burnout is insidious and invasive for both the person suffering and the business they work for. It’s a disease, which left untreated, can leave the person scared and the business out of pocket," said Kennelly. "The fact that one third of Kiwi businesses still haven't got the message means there is a mis-match between what employees need and what businesses are offering. If businesses don't take heed they will pay with people on long-term sick leave, growing attrition rates and increased recruitment costs."
According to Kennelly, she was "unsurprised" by the higher levels of burnout in the healthcare sector due to the ongoing pressures in the workforce there.
"In terms of women, it's likely that women were responsible for the bulk of the childcare at home at the same time as managing their workload in a pandemic environment," she pointed out.
Even with workers experiencing burnout, the report found that the average wellbeing score among New Zealand workers is 61, consistent with last year's 62. Canterbury workers reported the lowest well-being score across all New Zealand's regions, said the report, with 56, six points down from 12 months ago.
Read more: How’s your employee wellbeing program?
The report said that key drivers of wellbeing include showing genuine care, enabling personal care, having wellbeing structures and programmes in place, enabling care of others, manager genuine care, and team member and colleague care.
"If an organisation understands these critical drivers, then they can start pulling together the programmes and tools their staff need," said Kennelly.
She directed employers to the concept of Ok-nomics - which states that staff who feel valued, rewarded, and listened to will create a culture of success. Those who don't will have the opposite effect.
The report said the Ok-nomics is "crucial to long-term success, especially with the compounding factors of pandemic, supply shortages, work stress, and lack of job security."
"Once leaders understand and accept this concept, they can look at the wellbeing drivers and start pulling together a strategy to transform their workforce," said Kennelly.
"It isn't about providing fruit and discounted gym memberships, it's about the systemic care of understanding the cause, identifying what your people need and treating the cause - not the symptoms."
