6th March 2025
We should be thankful.
Our industry lays claim to some of the most creative, innovative, and motivated employees in the world.
After all, the staff members on your roster wouldn’t have landed the job if they hadn’t demonstrated a willingness to go above and beyond.
However, despite the expert problem-solving skills and eager willingness of our employees to embrace whatever comes their way… there’s a real problem forming in our industry.
The market we work in is changing too fast, too quickly, and is putting employees at a critically high risk of burning out.
When the industry you operate in is constantly evolving, an extra workload is added to the plate of your employees.
In today’s digital economy, staff members are having to keep up with the pace of technological evolution while also managing their normal duties.
This means they are having to:
Each of these processes isn’t a simple one to grasp. They take time, often requiring late nights and long hours at the office.
It’s here where a problem is forming.
While the evolution of the technology market certainly presents a range of unique opportunities, the reality is that it also comes with a challenge.
Because of the way our market is heading, and the competitiveness of the environment we’re in, leaders are demanding more and more from our employees every single day
“A study of more than 36,200 tech workers finds that two in five employees want to quit due to excessive stress, exhaustion, and a broken work-life balance.” – ZD Net
When does it end?
When will your employees finally say “enough is enough” and hand in their resignation? Or worse, become part of the quiet quitting phenomenon?
Remember, as a race, humans are inherently resistant to change. We loathe it. So, when your employees are faced with an unfamiliar environment day after day… stress levels are going to rise.
For the coming year, then, it’s your responsibility to acknowledge the difficulty your team has been through and reward their efforts accordingly.
A simple “thank you” can go a long way in boosting spirits and morale.
While we can’t completely reverse the damage that has already been done, we can start to procedures in place to lessen the impact in the year ahead.
If you haven’t already, start to look into the principles of change management and implement a plan that will guide your team through uncertainty.
First and foremost, you need to eradicate the risk of your team struggling through new situations alone. When you make changes to your organisation (such as introducing a new piece of software), be sure to offer extensive training that’ll get your employees up-to-speed. Alternatively, you could organise an ongoing learning and development scheme.
Step 2. Plan Employee Review Meetings
It’s hard to progress down a path when there’s no end destination in mind. To provide more guidance to your team in an ever-evolving technology climate, consider conducting regular reviews of employee performance and providing feedback accordingly. This will give them goals to work towards and keep them on track.
If your employees are feeling burnt out and miserable, the easiest way to combat the problem is if you actually know about it. Spend time building trust with each of your workers and communicate the importance of honesty. Educate your team about the damage of low mental health and make it known that you are willing and able to help. They need only ask.
Advancements in technology aren’t always an easy concept to grasp. Regardless of what product or service you offer to the market, you can better support your team by introducing niche, qualified, employees that can further your business agenda. Why? They’ll be able to cover skill gaps as your team learns and be the champion of change you need.
No matter who you hire, growing your team will help reduce individual workloads – providing overwhelmed employees with the vital space they need to rest and rejuvenate. The expert recruiters at Ross Clifford & Associates can identify shortages within your workforce and address issues before it’s too late.