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In a Tight Labor Market, Employees Bear the Burden

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Summary

In a tight labor market, employers are increasingly asking their current employees to take on additional responsibilities. This is resulting in increased employee stress and burnout, as well as less engagement and a sense that the employer does not care about their wellbeing. Employers need to maximize human potential in sustainable ways to grow, by customizing roles and responsibilities to match individual talents to organizational needs. Gallup suggests using CliftonStrengths to match organizational needs to individual talents and developing an employee experience strategy to better support and retain employees.

Q&As

What percentage of employees report their organization has asked them to take on additional responsibilities?
58% of employees report their organization has asked them to take on additional responsibilities.

What are the risks of increased employee stress and burnout?
The risks of increased employee stress and burnout include feeling burned out at work very often or always, watching for or actively seeking a new job, being less engaged at work, and thinking their employer does not care about their wellbeing.

What are the solutions for maximizing employee potential in a tight labor market?
Solutions for maximizing employee potential in a tight labor market include customizing roles and responsibilities to match individual talents to organizational needs, assigning new work with an eye toward individual strengths, and using CliftonStrengths to match organizational needs to employees' natural talents.

What are the survey methods used to examine employees’ views on their organization?
The survey methods used to examine employees' views on their organization include self-administered web surveys conducted each quarter in 2023, with a random sample of 18,943 adults who are aged 18 and older, working full time or part time for organizations in the United States, and members of the Gallup Panel.

What strategies can employers use to better support and retain their workers?
Strategies employers can use to better support and retain their workers include developing an employee experience strategy, discovering the key factors influencing employee retention and attraction, and creating an exceptional workplace.

AI Comments

👍 This article provides a great overview of the challenges presented by the current labor shortage and offers helpful advice for employers to maximize their employees' potential.

👎 This article fails to address the long-term implications of the tight labor market and does not provide any practical solutions for employers to mitigate the potential for employee burnout.

AI Discussion

Me: It's about how the tight labor market has put a burden on employees, with 58% of them saying their organization has asked them to take on additional responsibilities. It has implications for employee stress and burnout, and could lead to more sick days, disgruntled employees, and departures.

Friend: That's certainly concerning. What can employers do to mitigate this issue?

Me: The article suggests that employers should customize roles and responsibilities to match individual strengths, assign new work with an eye toward individual strengths, and use CliftonStrengths to match organizational needs to employees' natural talents. Employers should also develop an employee experience strategy to better support and retain their workers.

Action items

Develop an employee experience strategy to better support and retain workers.
Use CliftonStrengths to match organizational needs to employees' natural talents.
Create a feedback loop to ensure employees are not overburdened and are able to accomplish more without feeling stressed.

Technical terms

Labor Shortage: A situation in which there are not enough workers available to fill the available jobs.
Employee Stress: The physical and mental strain caused by work-related pressures.
Burnout: A state of physical, mental, and emotional exhaustion caused by prolonged stress.
Engaged: A state of being actively involved in and enthusiastic about one's work.
Feedback Loop: A process in which the output of a system is used as input to the same system.
Human Potential: The capacity of a person to develop their abilities and achieve their goals.
CliftonStrengths: A tool used to identify and develop an individual's talents and strengths.
Employee Experience: The overall experience of an employee in the workplace, including their interactions with colleagues, managers, and the organization.