How to Spot and Avoid Fintech Burnout in the Wake of Layoffs
In recent years, the financial Technology (FinTech) industry has been a game-changer, transforming the way in which individuals handle their Money and execute financial transactions. The quick rate of Innovation and expansion in the industry has, however, brought with it a number of serious concerns, one of which is the danger of staff Burnout.
The recent wave of layoffs in the financial technology business has contributed to a rise in the number of people who are working above their capacity, which has exacerbated an already serious problem. Michael D. Levitt, Chief Burnout Officer at Breakfast Leadership Network, gives his observations on the situation as well as helpful recommendations on how to address this growing problem. He shares his thoughts on the topic here.
The Effect that Layoffs Have on the Exhaustion of Employees
The FinTech business, like any other industry, is confronted with the hard reality of job layoffs as a direct result of changes in the economic environment and the dynamics of the market. Because of these Employment losses, the remaining staff may have to take on more work, which in turn fosters an atmosphere that is ripe for burnout. Therefore, in accordance with Levitt, “Layoffs have a substantial influence not just on the people who lose their employment but also on the employees who remain in their positions after the layoffs. They are unexpectedly expected to make up the difference, and they are frequently left without further resources or assistance. This increased burden of labor may contribute to burnout, which may result in a decline in overall productivity as well as morale.”
The effects of employee burnout are far-reaching and include a decrease in job satisfaction, an increase in employee turnover, and lower levels of production. These consequences can have a substantial influence on a company’s bottom line and its ability to succeed over the long term, particularly in a sector as fiercely competitive as the FinTech business.
a high-stress environment combined with increased workloads
Employees in the FinTech industry are accustomed to working in high-pressure conditions. Because there is always a need to innovate and adapt to changing market conditions and new technology, many people find themselves working long hours and dealing with intense amounts of pressure. The industry has been experiencing layoffs, which has only contributed to making this situation worse. Levitt notes, “As a result of recent layoffs, the surviving employees may feel additional pressure to validate their value to the company and maintain their positions, which may lead to their overworking themselves. This, in conjunction with the increasing amount of work to be done, creates a very stressful atmosphere in which to perform one’s job, which can quickly lead to exhaustion.”
The Relationship Between Overwork and a Person’s Mental Health
Burnout is an occupational condition that is recognized as such by the World Health Organization (WHO). It is the outcome of continuous Stress on the job. The sense of having one’s vitality depleted, having a greater mental distance from one’s job, and having decreased professional efficacy are all symptoms. The danger of burnout is especially significant in the financial technology (FinTech) business since personnel is frequently forced to work long hours and fulfill stringent deadlines.
By his statement, Levitt brings attention to the relationship between Mental Health problems and burnout “Depression, Anxiety, and sleeplessness are just some of the mental health concerns that may be significantly exacerbated by burnout, which is a big contributing cause. Employees in the FinTech business who are subjected to greater workloads and high-stress scenarios are at an elevated risk of acquiring mental health problems as a direct result of these factors.”
The Fight Against Burnout in the Financial Technology Sector
To prevent employee burnout in the financial technology business, there has to be a deliberate effort on the part of both companies and workers. Levitt provides a number of recommendations for addressing the problem, including the following:
Identify the indicators of potential danger
“It is critical for workers and managers alike to be aware of the symptoms that might indicate burnout. Symptoms such as persistent weariness, irritation, trouble focusing, and a reduction in job performance are all possible outcomes. Recognizing these warning symptoms at an early stage will assist in preventing burnout from escalating out of control.”
Encourage a good balance between work and personal life
“Companies have a responsibility to encourage their employees to maintain a healthy work-life balance by establishing reasonable expectations for the number of hours that employees are expected to put in at work and by encouraging employees to take breaks and time off when necessary. This can contribute to a reduction in the risk of burnout as well as an increase in overall employee satisfaction.”
Provide access to resources as well as support
“Employees who are struggling with burnout should have access to mental health services, stress management workshops, and opportunities for professional development from their employers. Employers should also provide support and resources to these employees. Companies may foster a workforce that is more resilient and productive by Investing in the health and happiness of its workforce members.”
Employ workload management strategies
“In order to avoid putting undue stress on particular workers, companies should constantly evaluate their employees’ workloads and reorganize their responsibilities on an equitable basis. This can require personnel to undergo cross-training, the hire of new staff, or the delegation of some responsibilities to outside providers.”
Create a positive and encouraging atmosphere at work
“When a culture of open communication and support is fostered among employees, it can make them feel more at ease discussing the difficulties they have and more likely to seek assistance when it is required. It is important for managers to demonstrate active listening to employee problems and offer feedback that is constructive in order to foster an atmosphere at work that is more collaborative and understanding.”
It is important to encourage regular check-ins
“It is important for managers to arrange regular check-ins with their teams so that they may talk about issues such as workloads, problems, and members’ general well-being. This can aid in the early identification of probable cases of burnout and make prompt intervention possible.”
Make your mental health a top priority
“The mental health of employees should be given the same level of importance in the workplace as the physical health of employees. In order to assist employees build coping mechanisms and resilience in the face of stress and burnout, it is helpful for employers to provide resources, support, and training that are connected to mental health.”
Conclusion
There is no denying that the recent layoffs that have taken place in the FinTech business have played a role in the rise in employee burnout, which has long-term repercussions for both individuals and companies. As the industry continues to develop and expand, it is imperative that businesses place a priority on the health and happiness of their workforce by putting into action methods that reduce the risk of burnout and foster an atmosphere at work that is both healthy and supportive.
Organizations are able to take the required actions to guarantee the long-term success of their workforce as well as the well-being of their employees if they follow the advice of experts such as Michael D. Levitt and acknowledge the warning signals of burnout. They will not only preserve their competitive advantage in the fast-paced and demanding world of FinTech if they do this, but they will also cultivate a team that is more productive and engaged as a result of their actions.
Originally Published on https://www.breakfastleadership.com/
