Managers are more burned out than workers, according to a new study by Oracle NetSuite and Wakefield Research that examines the impact on businesses of the Great Resignation. The study of 500 executives, managers, and workers across the U.S. found that despite managers and workers both working longer hours, managers are more worried about burnout and much more likely to quit without having a new job lined up. The study also examined the ways businesses can address the challenges of the Great Resignation and identified the need for more training, self-service technology, and automation to solve talent shortages.
Longer hours have impacted managers harder than employees and are leading to more burnout among managers.
When asked how to solve the challenges presented by the Great Resignation, executives and workers were aligned on the priority areas that growing businesses should focus on.
“As a record number of employees reevaluate their roles and make changes in their careers, businesses have faced new and changing talent challenges,” said Art Wittmann, editor, Oracle NetSuite. “As our survey shows, the added stress of constant business change and a difficult hiring environment has left managers feeling burned out. While executives are stressed by supply chain problems and meeting growing demands, it’s the managers who’ve had to see to business while managing COVID-19 restrictions. The data shows about half of managers have had enough and are considering taking on a less demanding job.”
Learn more about this survey here: https://www.netsuite.com/portal/business-benchmark-brainyard/industries/articles/cfo-central/great-resignation.shtml
Research findings are based on a survey conducted by NetSuite and Wakefield Research across the United States between late September and early October. For this survey, 100 executives were asked questions about actions taken to deal with talent shortages and similar issues of the moment. Additionally, 250 managers were asked similar questions, but instead about the team they manage. Finally, 150 workers were asked about their personal perspective on labor issues and their work. In the case of morale, executives were asked about the company’s workforce; managers about their team; and workers about their own morale.
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