In the Quantum Workplace KnowledgeGraphic created in partnership with Brandon Hall Group, the data highlighted that organizations that make reducing employee stress a priority are serious about prioritizing employees’ needs and values. To reduce employee stress requires a set of metrics that can measure and monitor employee burnout, engagement and satisfaction.

Just as the last blog in this series posited that you can’t truly change your workplace culture without first measuring your current culture, the same is true for people metrics. Although data around stress is often indirect because every employee defines and experiences stress differently, the effect of stress on employees is very direct – they will leave.

What are the most common reasons why employees leave? According to Brandon Hall Group’s recent research, the top three reasons employees leave are uncompetitive compensation (58%), limited development opportunities (51%), and work/life balance (51%). All three reasons are very much under the control of the organization.

This is where Quantum Workplace comes in. Their employee engagement software gives you the ability to see why employees are not engaged and stop them from leaving.  For example, if employees are feeling unable to manage their work/life balance (a very pressing concern for many workers who have been thrust into unfamiliar remote work-from-home environments), Quantum Workplace’s software gives you the data you need in real-time to monitor employee progress toward achieving their goals and their feelings regarding adequate time or resources to do so.  

The ability to see where employee stressors are, and to mitigate those stressors through meaningful intervention, is the difference between keeping and losing an employee — a serious competitive advantage in retaining key talent. 

Cliff Stevenson

Cliff Stevenson is Principal Analyst, Workforce Management Practice, for Brandon Hall Group. He came to Brandon Hall Group in 2015 from the Institute for Corporate Productivity (i4cp) where he was a senior analyst since 2012. Cliff's experience as human capital research analyst has focused on data and analytics, performance management, recruitment, acquisition, retention, and attrition.