“Essentially, employees who are more burned out feel less included at work,” it noted.
How to beat burnout
Gabrielle Novacek, a managing director and partner at BCG, underscored that inclusion is an ongoing process that shouldn’t end at recruitment.
“It requires listening to workers on an ongoing basis and addressing their pain points. It must address both the employee offer and the daily experience of employees with their managers,” said Novacek, who is also a co-author of the report, in a statement.
According to the report, there are four key areas that signal inclusion levels in the workplace, including:
- Good access to resources
- Senior managerial support
- Psychological safety with direct manager
- Fair and equal opportunity for success
Novacek said organisations can focus on these four key areas to identify where to invest and innovate to improve feelings of inclusion and reduce burnout.
