Preventing Job Burn Out

Many people have been in a job that could have been their ideal position, but after some time, the job began to feel mundane and a burden. It all starts at the beginning. The starting of a new job can bring mixed emotions, anticipation for what is ahead, fear about fitting in, and even excitement to begin something new. Employers should make it their priority to welcome the new staff members to the team. The more welcome the new employee is to the company, the more they will invest into their work. The following are tips on what employers can do to help prevent employee burn out.

  • Make the employee feel welcome. Remember to make a good first impression. Bad impressions are extremely hard to overcome. Throw a welcoming party for the new employees. Celebrate having them on your team.
  • Spend one-on-one time together. You have hired this person because you saw an asset to your team, so spend time with them to help them understand what an asset they are to the team. Have them spend time with other leaders so everyone get to know each other. Foster a relationship with the new hire.
  • Introduce them to formal and informal culture of the company. This allow the new employee to see both sides of the business. They will meet new friends and learn the expected behaviors for each situation they are thrown into. Consider CEO meetings, lunch-and-learns, or the buddy system until they are comfortable on their own.
  • Carefully chose a buddy or mentor. Assign someone to answer questions, show them the ins and outs of the workplace, and guide through their first few days. Choose the person wisely, making sure they are patient and willing to help the new hire.
  • Make resources available. It is important to provide special resources to the new employees, such as company specific acronym dictionaries, process diagrams, phone lists, community information for those who relocated, etc. If your company provided community forums, auto-enroll them into the ones that will help them the most.
  • Give feedback and guidance on job performance. Give new hires a clear view of what their first 90 days will look like, so they do not spend them wondering and with regrets. Give feedback as needed to guide them to the results you want.

It is important to create a friendly environment for works. If you take care of your workers, they will take care of your company.


The Rising Mobility Demand for Companies

Over the past decade, the increase demand for companies in the overseas markets has increased by 25%. With the demand, companies are finding an increased number of mobile employees. The mobile employees frequently make trips overseas to complete short-term assignments, project-based assignments, and assignment that require no relocation. The mobility of employees is set to increase over the next eight year to around 50% of large company’s workforce.

This can provide serious problems for companies. There is a need for a specialized workforce according to a survey by PwC of 900 company’s chief executives. The chief executives are looking to recent college graduates and mobility specialists to fill the needs within the company.

To respond to the shortages, changing business needs and employee preferences, many companies are making the effort to retain the best workers and develop a well-rounded employee that can meet the demands of the changing business environment. Since companies are targeting younger workers to develop, they are becoming more accommodating to family needs and responsibilities. They are also considering the preferences and needs of the different generations and cultures and shaping assignments to fit the different requirements.

As workers emerge in different markets, especially China, companies are starting to see a preference towards domestic multinationals instead of Western multinationals, so companies will recruit within the international market.

They are also improvement that are being implemented to help keep track of oversea employees and assignments. Many companies are adopting a standard global remuneration system for all oversea assignments. To deal with the increasingly diverse and mobile workforce, companies’ human resources and global mobility functions are becoming strategic tools instead of providing services for the workforce.

With the ever-changing demands in the business world, companies will have to adapt in response to demands including employee preference, long-distance commuting, and virtual mobility. The greater the flexibility from companies the better global mobility will work for both employee and employer.