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Tag: EmployeeEngagment

  • How One Company Used KPIs to Reduce & Prevent Burnout

    How One Company Used KPIs to Reduce & Prevent Burnout

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    Christy Suerth, MS, SPHR, CPC, CHC

    Most organizations track employee engagement. Fewer ask: What’s driving disengagement in the first place? Spoiler alert: It is burnou

    If you’re a senior leader or HR executive, you’ve seen engagement scores that fluctuate without clear cause. You’ve launched initiatives, celebrated wins, and burnout still creeps in. That’s because engagement surveys often measure outcomes, not root causes.

    At one company, a mid-sized software company with 500 employees, HR leaders faced this exact dilemma. Engagement scores were decent, but turnover was rising, and exit interviews kept pointing to burnout. So, they tried something different.

    The Six Areas That Changed Everything

    This company adopted Maslach’s Six Areas of Worklife, a research-backed framework that identifies six key dimensions shaping the employee experience:

    1. Workload – Is the volume of work sustainable?
    2. Control – Do employees have autonomy?
    3. Reward – Are contributions recognized?
    4. Community – Is there trust and support?
    5. Fairness – Are decisions equitable?
    6. Values – Do personal and organizational values align?

    These areas were measured using a short quarterly survey and tracked in a leadership dashboard.

    From Theory to Action: The KPI Dashboard

    The HR team built a dashboard that translated each area into a leadership KPI. Here’s a snapshot:

    AreaKPI ExampleLeadership Action
    WorkloadAvg. weekly hours per teamRebalanced project timelines
    Control% employees with decision authorityDelegated sprint planning to teams
    RewardRecognition frequencyLaunched peer-to-peer kudos platform
    CommunityTeam trust scoreIntroduced monthly “team health” check-ins
    FairnessPolicy equity perceptionAudited promotion criteria
    ValuesValues alignment indexConnected work to company mission in town halls

    Within two quarters, they saw a 22% drop in voluntary turnover and a 30% increase in internal mobility. Engagement scores rose, but more importantly, leaders knew why.

    Cost-Benefit: Why It Pays Off

    Cost:

    • Survey setup (internal or via external platforms)
    • Time investment for leaders to review and act on results

    Benefits:

    • Early detection of burnout before performance dips
    • Reduced attrition – Burnout is a leading cause of exit
    • Improved engagement through targeted action
    • Leadership accountability via measurable KPIs
    • Culture transformation – From reactive to proactive

    In summary, they stopped guessing and started diagnosing.

    Why Not Just Use Engagement Surveys?

    Engagement surveys are valuable, but they’re lagging indicators. They tell you what employees feel, not why.

    For example:

    • Engagement score drops → You ask: “What happened?”
    • The Areas of Work Life Survey results show workload and fairness issues → You know exactly what to fix

    Think of Maslach’s framework as the diagnostic tool, and engagement scores as the vital signs. You need both, but only one tells you where to operate.

    Final Thought

    Burnout hits your bottom line. If you’re serious about building a resilient, high-performing culture, it’s time to evolve your metrics. Maslach’s Six Areas of Worklife offer a practical, evidence-based way to turn leadership into a measurable force for good.

    Don’t just measure engagement. Engineer it.

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  • AI Is Revolutionizing the Workplace, But at What Cost? 

    AI Is Revolutionizing the Workplace, But at What Cost? 

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    Christy Suerth, MS, SPHR, CPC, CHC

    How HR Leaders Can Prevent AI-Driven Burnout and Ensure Employee Well-being Using Maslach’s Six Areas of Worklife

    AI is transforming the workplace faster than most organizations can adapt. From automated workflows to AI-driven analytics, employees are being asked to work alongside new coworkers: machines.

    How effectively are we factoring in the human cost of AI? HR leaders are now on the front lines. They are responsible for designing AI adoption in ways that protect engagement, meaning, and psychological safety.

    The Hidden Risk: AI Can Increase Burnout

    Technology should make work easier. But we all know from experience, it can have the opposite effect too:

    • Increased mental strain: Employees are expected to learn how to use new tools, interpret AI outputs, monitor automated processes, or make decisions faster.
    • Loss of control: When AI dictates decisions, tasks, or priorities, employees may feel disempowered. They may fear that AI will replace them.
    • Change fatigue: Continuous adaptation to technology and AI systems can create stress, even for technologically-oriented employees.

    These issues highlight why burnout is not just about workload or hours. It’s about the design of work itself.

    The Solution: Maslach’s Six Areas of Worklife

    Christina Maslach’s research identifies six key areas that determine whether employees thrive or burn out. Using these areas, HR leaders can design AI adoption in a way that safeguards human well-being.

    A Real-World Example

    In one multinational HR department I observed, AI was introduced to support recruitment efficiency. Initially, employees felt disempowered and stressed. There was concern that AI would eliminate their jobs. By applying the Six Areas framework, the director was able to maintain engagement within the team and prevent burnout. How did they do it?

    Applying the Six Areas of Worklife Framework:

    1. Workload: The AI system was used to automate the initial screening of resumes, prioritizing the best-fit candidates. This significantly reduced the time spent on a repetitive task. Leveraging AI allowed staff to focus on more complex and strategic activities like proactive recruitment and relationship-building, interviewing candidates, and developing recruitment strategies.
    2. Control: While the AI provided recommendations on which candidates to shortlist, the final decision-making authority remained with humans. This ensured that they retained control over the recruitment process and could make decisions based on their expertise and judgment. Also critical, the human decisions supported compliance.
    3. Reward: Led by HR, the company updated its recognition and development plans to include AI-related skills. Employees who effectively utilized the AI system and demonstrated proficiency in managing AI-driven processes could be rewarded with recognition, remuneration, and opportunities for further career development.
    4. Community: Prior to the introduction of the new technology, regularly scheduled team meetings and collaborative projects were maintained to ensure that staff continued to build strong interpersonal relationships with one another. Leadership also organized training sessions to help employees understand and adapt to the new AI system, fostering a sense of community and support.
    5. Fairness: The AI system was designed to be transparent, with objective and legally compliant criteria for how resumes were screened and shortlisted. Employees reviewed the AI-generated assessments, using their judgment and discretion. In addition, regular audits were conducted to ensure that the AI’s decisions were fair and unbiased. Employees were trained to understand the AI’s decision-making process and to explain it to candidates when asked.
    6. Values: The introduction of AI was aligned with the company’s objectives to improve recruitment efficiency while maintaining a human-centric approach. The AI system was implemented in a way that supported the company’s values of fairness, transparency, and employee well-being.

    Key Insight: AI adoption doesn’t replace human-centered design. It amplifies the need for it.

    Practical Steps for HR Leaders

    1. Conduct a Burnout Audit: Map current workloads and stress points. Identify where AI tools may help or exacerbate strain.
    2. Communicate Transparently: Employees should understand why AI is being introduced, what will change, and how they’ll be supported.
    3. Redesign Roles Thoughtfully: Marry AI to human judgment. Clarify responsibilities, and make sure employees retain autonomy over decisions that matter.
    4. Train and Upskill: Offer skill-building programs that help employees adapt to AI without feeling overwhelmed.
    5. Measure Engagement and Perceptions of Safety: Track not only results but also psychological safety, workload perception, and satisfaction as AI tools are implemented.

    Why Leaders Must Act Now

    AI adoption is accelerating fast. Executives and HR leaders who ignore the human impact risk disengaged teams, hidden productivity losses, and high turnover. By integrating Maslach’s Six Areas of Worklife into AI implementation strategies, organizations can unlock efficiency without sacrificing well-being.

    Takeaway

    AI will continue to reshape work, but burnout is preventable when leaders focus on human-centered design. Use the Six Areas framework to ensure that technology serves people, not the other way around.

    Call to Action

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