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Organizational Resilience

The human service industry regularly encounters high levels of staff turnover, with some providers reporting turnover rates over 70% for direct care staff. When surveyed, HR leaders stated that burnout may account for more than fifty percent of workplace turnover each year.

Considered a workplace crisis, burnout may undermine the quality of care provided to the individuals served and lead to staff turnover which may result in the reallocation of resources away from the individuals served for recruitment and training purposes. As one state reported, constant recruitment and training can cause financial strain upwards of $24 million, annually. Organizations experiencing high rates of burnout may overload work responsibilities for current employees resulting in their subsequent burnout, creating a feedback loop that prevents the organization from fulfilling their overall mission.

Burnout-related turnover is a complex, systemic problem that is highly disruptive to organizational functioning. Preventing and managing burnout may contribute to an organization’s success and efficacy.

QBS, Inc. is committed to providing our customers with quality behavioral solutions to complex behavioral challenges such as staff burnout. We think of burnout as a symptom of ill-equipped workplace environments and turnover as a result that prevents organizations from carrying out their mission. This is one of the reasons we train our Safety-Care™ Trainers to build resilience-related skills in their staff as they teach our competency-based curriculum. Additionally, we now offer Performance Management Competencies™ (PMC’s). This is a unique self-paced training course to improve new and front-line management performance which can function as a proactive measure for preventing burnout in direct-care staff.

In our series titled: Organizational Resilience, we have developed blog posts related to understanding burnout, identifying reinforcers, and creating a positive workplace culture in the context of the human services workplace environment. The purpose of these posts is to help organizational leaders consider various aspects of the environment that may be contributing to burnout. While there is no “one-size-fits-all” approach to handling burnout, there may be some helpful advice and perspectives that can guide organizations on how to view burnout.

8 Comments

  1. Avatar
    AffiliateLabz
    February 16, 2020 at 1:43 am

    Great content! Super high-quality! Keep it up! 🙂

    1. Fatima Zaidi
      Fatima Zaidi
      March 18, 2020 at 11:12 am

      Thanks! Please share with colleagues and check out the referenced material.

  2. Avatar
    Ferdinand Patadia
    March 10, 2020 at 8:13 am

    Very interesting topic , thankyou for putting up. “Not by age but by capacity is wisdom acquired.” by Titus Maccius Plautus.

    1. Fatima Zaidi
      Fatima Zaidi
      May 12, 2020 at 1:12 am

      Thanks for your kind words. Look out for the next post of this series!

  3. Avatar
    Song Jeffcoat
    April 2, 2020 at 7:42 am

    Hiya, I am really glad I have found this information. Nowadays bloggers publish just about gossip and internet stuff and this is actually frustrating. A good web site with interesting content, that is what I need. Thank you for making this site, and I’ll be visiting again. Do you do newsletters by email?

    1. Fatima Zaidi
      Fatima Zaidi
      May 14, 2020 at 3:34 pm

      Hi, Thanks for your comment! We do have a newsletter and you can sign up in the bottom right corner of our screen. It says Attention to Prevention.

  4. Avatar
    Nazia
    May 11, 2020 at 7:10 pm

    This is an excellent and informative article. I appreciate how you discuss how “burnout may undermine the quality of care provided to the individuals served” as this is more common, and not always portrayed. It also makes me think of “compassion fatigue” which is a condition characterized by emotional and physical exhaustion leading to a diminished ability to empathize or feel compassion for others. This is often referred to as the negative cost of caring. I am curious to know more about how organizations check-in with their employees to avoid burnout, and what steps are taken.
    Thank you again, I look forward to reading more of your written pieces!

    https://en.m.wikipedia.org/wiki/Compassion_fatigue

    1. Fatima Zaidi
      Fatima Zaidi
      May 14, 2020 at 3:45 pm

      Hi Nazia, Thanks for your comments. You bring up a really great though! Compassion fatigue is related to this type of burnout. I recently participated in a workshop that said specifically, burnout occurs when its something you care about. This ties in well the relation to compassion fatigue, which happens when a person cares. Sometimes I find that the care is always present but there may be a feeling of hopelessness, some people may feel like they aren’t making a difference. Sometimes it helps to show staff how they make a difference. Take the time to check-in and offer descriptive praise. Organizations can watch out for burnout by surveying employee attitudes towards work and looking out for telltale signs of burnout. Look out for the next post in the series, where I discuss how to measure burnout!

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