Gallup Reveals How Fostering a Strengths-Based Culture Can Combat Burnout

As the modern workforce evolves, the issue of employee burnout is becoming increasingly prevalent. In fact, a 2021 report by the World Health Organization declared burnout as an official medical diagnosis. To address this growing concern, companies are turning to technology, particularly artificial intelligence (AI), to predict and prevent employee burnout before it becomes a serious problem.

By analyzing a range of data points, such as job satisfaction, workloads, and absenteeism, AI algorithms can identify patterns that indicate an employee is at risk of burnout. This allows global mobility teams to take proactive steps to prevent burnout, such as providing additional support, adjusting workloads, and offering mental health resources.

But technology is only part of the solution. The Gallup organization, a leading authority on employee engagement, suggests that one of the key drivers of burnout is a lack of meaningful work. In their report titled “Fighting Burnout with Strengths,” Gallup highlights the importance of understanding employees’ strengths and aligning those strengths with their work. By doing so, employees are more likely to find their work fulfilling, leading to greater engagement and reduced burnout.

AI can play role in preventing burnout

AI can also play a role in this aspect of preventing burnout. By analyzing employee data, including personality traits and work preferences, AI algorithms can help identify which roles and tasks are best suited for each employee. This can lead to a more personalized approach to work allocation, ensuring that employees are working in roles that align with their strengths and preferences.

Employee burnout is a serious issue that can impact both the individual and the organization they work for. While traditional methods of identifying and addressing burnout have relied on employee feedback and self-reporting, the rise of AI technology presents a new opportunity for HR teams to proactively identify and prevent burnout.

One key advantage of AI in predicting employee burnout is its ability to analyze large amounts of data from multiple sources. For example, AI algorithms can analyze employee data from HR systems, email communication, and collaboration tools to identify patterns and trends that may indicate burnout risk factors. These could include excessive overtime, declining job performance, increased absenteeism, or changes in communication patterns.

By analyzing this data, global mobility teams can develop a more comprehensive understanding of the factors that contribute to burnout in their organization. This understanding can then inform targeted interventions that address burnout risk factors before they escalate into a serious problem.

Interventions needed

Interventions could include personalized coaching or training, changes to workloads or job responsibilities, or more flexible work arrangements such as remote work or flexible hours. By addressing burnout proactively, organizations can improve employee well-being and satisfaction, which can lead to increased productivity and reduced turnover.

In addition to using AI to predict and prevent burnout, organizations can also use a strengths-based approach to help employees build resilience and better cope with stress. 

According to Gallup’s research, employees who have the opportunity to use their strengths every day are six times more likely to be engaged in their work and three times more likely to report having an excellent quality of life. This suggests that building on employees’ existing strengths can help them feel more fulfilled and empowered in their work, which can reduce burnout risk.This can be done through various methods that align with the different strengths-based themes that Gallup has identified

Strength-based themes to avoid burnout

For employees with dominant Executing themes, organizations can offer opportunities for them to take actions that provide a sense of accomplishment. This can help them overcome feelings of frustration or overwhelm and return to work as quickly as possible. Encouraging physical activity or exercise can also help these individuals cope with burnout.

For employees with dominant Influencing themes, organizations can help them find ways to make an impact on others or the future. These individuals may turn to coping strategies such as spending more time with family or friends outside of work, or reflecting on how their work contributes to their future goals. Giving them opportunities to speak up and make sure others are heard can also help prevent burnout.

For employees with dominant Relationship Building themes, organizations can encourage them to reframe their work stress from the perspective of others. These individuals tend to be highly skilled in building strong relationships, which can help hold a team together during challenging times. They are more likely to consider how their work affects others and how their colleagues would feel in the same situation.

For employees with dominant Strategic Thinking themes, organizations can provide them with space and time to think through their frustrations when experiencing burnout. These individuals tend to be highly skilled in absorbing and analyzing information that informs better decisions. They are more likely to take breaks during the workday to relax and stop to think through their situation, which can help prevent burnout.

By recognizing and leveraging employees’ unique strengths, organizations can help prevent burnout and promote a more positive and productive work environment.

In conclusion, the rise of AI technology presents a new opportunity for HR teams to predict and prevent employee burnout. By analyzing large amounts of data from multiple sources, HR teams can identify burnout risk factors and develop targeted interventions to address them. In addition, a strengths-based approach can help employees build resilience and reduce burnout risk by leveraging their unique talents and contributions. By taking a proactive approach to employee well-being, organizations can create a more positive and productive workplace culture.