Compassion fatigue may be a new term for you but it’s been around for a long time. It refers to a situation that can occur when people who take care of others as part of their jobs feel negative effects from constantly dealing with other people’s suffering. Over time, this can result in a form of burnout and secondary traumatic stress.
The new year presents an opportunity for leaders and managers to rethink how assignments for top performers are awarded. The following tips provide a starting point:
Headlines proclaiming that American workers are quitting their jobs in record numbers have employers worried about how to best staff their organizations. However, Professor Peter Cappelli, Director of the Center for Human Resources at Wharton Business School provides a different point of view. His analysis offers an important lesson in not overreacting to the news but considering what you could be doing better in your own hiring process.
A common problem in small firms is the lack of an obvious career path for employees. As a result, staff end up leaving because they do not see an opportunity for them to grow in their jobs. Firms can address this by being proactive in discussing these issues with their employees as well as by getting creative in finding solutions. A good example of this occurred with one of my financial advisory clients.
For a short time, it seemed COVID was in the rearview mirror, and we were returning to life as we knew it. But with the spread of Delta and other variants, we’ve had to push the pause button on many plans including a return to the office.