Why Engagement Without Wellbeing Leads To Burnout

Keywords: Engagement, Mental Wellbeing, Burnout, Sustainable Business

Author: Anna-Rosa Le Roux, Lisa Munro

Date: 16 December 2023, Worklife Digital

In the realm of organisational success, the role of engaged employees cannot be overstated. They are the driving force behind innovation, productivity, and, ultimately, a healthy bottom line. However, the key to sustained high performance lies not only in engagement but in the careful integration of a robust wellbeing component. The synergy between these two constructs creates a work environment that not only excels in output but does so without succumbing to the detrimental effects of burnout and stress.

Engagement: The Catalyst for Performance

Employee engagement is the emotional commitment and connection that individuals have towards their work, colleagues, and the organisation as a whole. Engaged employees are not just clocking in and out; they are passionate about their roles, motivated to contribute, and feel a sense of ownership in the success of the company.

Engagement is a powerful catalyst for increased productivity and bottom-line performance. Engaged employees tend to go above and beyond, bringing creativity, dedication, and a solution-oriented mindset to their tasks. They are the ambassadors of a positive workplace culture, influencing their peers and creating a ripple effect of enthusiasm.

The Missing Piece: Wellbeing

However, engagement, when pursued in isolation, can be a double-edged sword. The intense focus on work without a corresponding emphasis on employee wellbeing can lead to burnout, stress, and a subsequent decline in performance. This is where the wellbeing component steps in as the missing piece of the puzzle.

In fact, in a recent study completed by Gallup*, it was evident that engaged workers, who are not thriving in their lives are more vulnerable and add risk to the organisation. Comparing employees that are engaged and not thriving, with engaged employees that are thriving some risks were evident:

- 61% higher likelihood of burnout often or always
- 48% higher likelihood of daily stress
- 66% higher likelihood of daily worry
- double the rate of daily sadness and anger

If employees strongly agree that employers care for their wellbeing, they are 69% less likely to actively search for a new job, 71% less likely to report experiencing a lot of burnout, 36% more likely to be thriving in their overall lives and 5 times more likely to strongly advocate their company as a great place to work, as they trust the leadership of the organisation, (Gallup)**. Do you notice the key here: Wellbeing.

Employee wellbeing encompasses physical, mental, and social health. It involves creating an environment that supports individuals in maintaining a healthy work-life balance, managing stress, and addressing both professional and personal needs. Wellbeing initiatives can include mental health support, flexible work arrangements, wellness programs, and a culture that prioritises the holistic health of employees.

Well-designed and research-informed wellbeing initiatives and strategies provide organisational resilience and remove risk from organisations.

The Synergy: A High-Performing, Sustainable Environment

The magic happens when engagement and wellbeing work hand in hand. Engaged employees who are also supported in their wellbeing are more likely to sustain their high levels of commitment and performance over the long term. Here's how the synergy unfolds:

Resilience Against Burnout: Engaged employees who prioritise their wellbeing are more resilient in the face of challenges. They can navigate high-pressure situations without succumbing to burnout, ensuring a consistent level of performance.

Innovative Thinking: Wellbeing contributes to a positive mindset, fostering creativity and innovative thinking. Engaged employees, supported by wellbeing initiatives, are more likely to come up with novel solutions and approaches to problem-solving.

Healthy Collaboration: A culture where leaders care about wellbeing promotes healthy relationships and collaboration among team members. Engaged employees thrive in an environment where they feel supported not just in their professional endeavours but also in their personal growth.

Enhanced Productivity: Wellbeing initiatives address factors that can hinder productivity, such as stress and fatigue. Engaged employees, with their heightened commitment, coupled with the support for their wellbeing, become a powerhouse of sustained productivity.

Talent Retention: Organisations that prioritise both engagement and wellbeing become employers of choice. Engaged employees are more likely to stay with a company that values their holistic wellbeing, reducing turnover and the associated costs of recruitment and training.

In essence, the integration of engagement and wellbeing creates a harmonious work environment that is both high-performing and sustainable. It's a strategic investment in the organisation's most valuable asset: its people. By recognizing the interconnectedness of these constructs, businesses can cultivate a culture that not only achieves exceptional results but also prioritises the health and happiness of its workforce. After all, a thriving workplace is one where employees are not just engaged but are also thriving in their overall wellbeing.

As organisations invest in the wellbeing of their employees and actively cultivate engagement, they set the stage for a workplace where individuals flourish, teams excel, and the organisation thrives. The power duo of well-being and engagement is not just a strategy; it's a philosophy that propels organisations towards sustainable success in today's dynamic business landscape

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital

References

* Harter, J. Thriving Employees Create a Thriving Business. Workplace, June 26, 2020 (Updated April 14, 2021).

** Harter, J. Percent Who Feel Employer Cares About Their Wellbeing Plummets. Workplace, March 18, 2022