The pandemic, the possibility of an economic crisis and the war take a toll on the spirits of the workers. Discontent is increasing in the workforce and companies are already detecting more possibility of what are now called "silent resignations" - limiting themselves to fulfilling the functions and working hours for which they are hired - and more burnt-out workers - who drag wear and tear from their work, the called burnout.
Data in hand, 65% of companies believe that the risk of suffering burnt worker syndrome, six points more than last year. The main factor cited is the lack of fulfillment of expectations, such as working conditions or salary. Another 60% believe that silent resignations have increased "to some degree" in the last year, according to a study published this Tuesday by The Adecco Group Institute in which labor managers from 43,000 companies have been consulted.
"32% of workers say that their mental health has worsened in the last year," says Javier Blasco, director of the firm. "If we go down to groups with a special psychosocial and pandemic complexity, in the health sector, for example, the symptoms of burnout have come to affect 38.5% of the working population," he adds.
12% of companies state that up to half of their workers have been affected by psychological disorders -anxiety, depression or post-traumatic stress-, two points more than last year. On the other hand, in 40% of cases it is less than 5% of the workforce.
The digital push also threatens to put more pressure on the day-to-day. A third of the companies are concerned about the elimination of tasks and occupation that robotization or mechanization will bring. A figure almost mirrored that of 2021. Where there is a significant upturn is in the perception of technostress or technofatigue as a risk factor: 62% of companies see it that way, eight points more.
With these figures, Adecco calls for more support in the field of public institutions, with legislation that puts mental health at work at the center. The consensus among companies is the majority: up to 90% see the need to reinforce areas of psychosociology for the future. When it comes to expressing it, 80% are committed to greater treatment of psychological health in collective agreements.
For the time being, taboos continue to be perpetuated. And the bosses do not serve as an example: 86% of companies do not believe that companies are culturally prepared for a manager to recognize that he has a vulnerability and needs psycho-emotional support.
