To manage these feelings, an SSDI recipient who decides to return to work through the TTW program can … (+)
A record number of workers in the U.S. are reporting burnout. In a recent study by the American Family Life Insurance Company of Columbus (Aflac), 59% of respondents reported experiencing burnout at these levels of severity—36% moderate, 15% severe, and 8% very severe. Current burnout rates are even higher than those reported in 2020 and 2021.
Stress, work-life balance and mental health issues are just some of the reasons for the increase in burnout. More and more workers with disabilities are choosing to return to work after medical leave – supported by Social Security’s Ticket to Work (TTW) program – so it’s important that employers address the issue of burnout, take steps to prevent it and retain their employees. This is especially helpful for Social Security Disability Insurance (SSDI) recipients who have not worked for an extended period of time and may feel overwhelmed by returning to work while in the midst of their recovery.
To better manage these feelings, an SSDI beneficiary who chooses to return to work through the TTW program can count on the support and experience of Social Security-authorized employment networks (EN) or state vocational rehabilitation agencies (SVR).
Experienced case managers understand how a beneficiary might be feeling. These professionals also help explain TTW incentives and navigate the post-sick leave adjustment process.
Tips for preventing burnout among employees
Here are five proven strategies that can help employers improve employee retention.
1) Build connections through engagement.
Engagement is critical to an employee’s well-being. When they feel connected to the company – valued, appreciated and heard – it can reduce feelings of burnout and increase their sense of support. Findings from management consulting firm Gallup’s State of the Global Workplace: 2024 report suggest: “Being actively disengaged in the workplace is as bad or worse than being unemployed. In contrast, when employees find their work and work relationships meaningful, being engaged is associated with high levels of daily enjoyment and low levels of negative daily emotions.”
To make employees enjoy their roles, it’s important to foster gratitude and a sense of belonging. When employees feel valued for their daily work and can build meaningful relationships with their team, it’s very effective in minimizing burnout and turnover. Using a platform like Motivosity can contribute to these positive emotions by engaging and rewarding employees. These types of solutions go a long way in recognizing employee contributions, encouraging collaboration, and boosting engagement.
2) Establish an excellent corporate culture.
Company culture is critical to long-term job satisfaction and overall company success. Harvard University’s Department of Continuing Education reports that a less than optimal company culture can affect a person’s well-being. “But people who work at companies with strong company cultures tend to be healthier, happier, more productive, and less likely to leave.” The benefits to the company range from better customer service and the ability to attract high-quality talent to better performance and results. One way to create a positive company culture is to recruit and hire employees with disabilities. They often represent an untapped source of experienced employees who are happy to use their knowledge and skills for the good of the company.
3) Promote professional growth.
A recent McKinsey study found that lack of advancement opportunities is the number one reason for job quitting. When employers prioritize their employees’ career opportunities, it can increase job satisfaction and loyalty. By providing opportunities for professional development, employers show that they value their employees’ long-term potential, which fosters a sense of belonging and engagement. Employees who see clear opportunities for advancement within the company are more likely to invest their efforts and stay with the company. I have seen programs like mentoring and skills training to be effective in employee retention.
4) Train your leaders.
A promotion to a management position can be very rewarding and exciting, but it is important that people taking on new leadership roles are well trained. According to a study by Development Dimensions International, a global leadership consulting firm, “57% of employees have left at least one job because of a bad boss.” Leaders who do not communicate well or who lack certain skills can create dissatisfaction within their teams. In my experience, offering targeted leadership training programs can be very helpful in preparing leaders for their new roles, especially when building their teams and conducting interviews or performance reviews of employees.
5) Improve performance programs.
Long working hours, workplace stress, and poor work-life balance are some of the factors that lead to employee burnout. Workers with disabilities share these concerns when considering returning to work. Employers can help by offering extra days off, access to mental health and wellbeing programs, or employee gyms. Companies that expand their health benefit programs are more likely to retain ambitious, hard-working team members.
Across the United States, workers are leaving good jobs to seek out others with less stress, more work-life benefits, and better opportunities. Strategic employers can fill the gaps left by those leaving their jobs by recruiting and hiring SSDI recipients who are re-entering the workforce through the TTW program. These five useful tips are important for employers looking to retain their employees, especially those returning after an extended absence.
