Workloads, salaries, and mental health: The real reasons your employees are quitting

Feeling burned out? You're not alone

Workloads, salaries, and mental health: The real reasons your employees are quitting

Feeling burned out? You’re not alone. According to a recent report from Ceridian, employees and their managers have grappled with rising levels of stress and exhaustion brought on by the pandemic. What’s more, all this added pressure is pushing employees out of their current role in search of pastures new.

Ceridian’s 2022 Pulse of Talent Report found that 87% of staff have experienced burnout, with 44% reporting high or extreme levels. According to the data, the top three drivers of burnout were found to be increased workloads, insufficient compensation, and mental health challenges.

“The relationship between employer and employee has fundamentally changed over the course of the pandemic, creating a reset in expectations as employee needs rapidly evolve,” added Steve Knox, VP of global talent acquisition at Ceridian. “It comes down to the employee experience – from the way people get paid, to where, when, and how they work. The organizations that solve for these factors first will be the employers of choice moving forward.”

But what do employees really want from their new roles? Forty-six percent of workers are looking for new opportunities because they want more compensation, both in terms of salary and benefits. A further 33% want more flexibility and the option of working remotely.

“In the current climate, retaining top talent is imperative,” explained Knox. “Employers need to focus on empowering their people by embedding value at every touch point. This means leveraging technology to deliver programs that support wellness, skill development, and the benefits that employees want and need most.”

For HR leaders, holding on to their teams during the Great Resignation feels like a loosing battle. While overnight digitization certainly saved the day for many Canadian businesses, it also opened up a whole new world of opportunity for employees. The talent market is no longer restricted to ‘Downton Toronto’ – it’s expanded to quite literally anywhere in the world. While this offers more scope for HR to pick and choose new hires, it also gives workers more autonomy over their careers.

A recent report from Joblist suggested the best strategies HR leaders can implement today in order to hold on to their people tomorrow.

  1. Allowed flexible scheduling (47.5%)
  2. Offered remote work (27.2%)
  3. Changed or improved benefits (23.3%)
  4. Increased position salary (17.3%)
  5. Made changes to workplace culture (16.8%)
  6. Made changes to vacated roles (13.4%)

How are you holding on to your talent in the Great Resignation? Tell us in the comments.

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