As per research carried out by Kronos, a staggering ninety five percent of employees at most corporations suffered from burnout. A few of the factors are obvious and perhaps beyond control. They are excess workload, unfair compensation or after-hours work. Other factors that emerge on deeper scrutiny of the data available are poor management and a lack of connect with the corporate strategy. In addition there exist some secondary problems which more proactive an HR strategy can easily solve such as employee engagement or talent management. A lot of companies are faced with this dilemma of which aspect to give greater importance to – talent retention or fresh recruitments. While the former is always desirable, fresh injection of talent is also necessary to any organization. Also, budget plays a part in such decision making especially the part allocated to technology. A burnout prevention strategy needs to be put in place. The right mix of consistency and agility are needed to devise such solutions.


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