MADRID, 18 Oct. (EUROPA PRESS) -
Two out of every three companies, specifically 65%, have detected an increased risk of suffering from "burnt out worker" syndrome in the last year, and almost the same percentage, 60%, also observe an increase among workers in what is known as "silent resignation": sticking strictly to the functions of the position and not taking the job too seriously.
This is revealed by the II Adecco Observatory on emotional well-being and psychosocial factors, which indicates that a third of companies appreciate that the phenomenon of "silent resignation" is affecting young workers more than seniors.
As for the possible causes of "silent resignation", almost 60% of the companies surveyed think that it has to do with the failure to meet the expectations of the workers (working conditions, salary, etc.). Likewise, more than half do not see it as closely related to the post-pandemic mental health crisis, while 32% consider that it would be to some degree.
Six out of ten companies affirm that more than half of their jobs have a high emotional component, since they are occupations in which it is necessary to deal fundamentally with personnel.
12% of them recognize that more than half of their employees have been affected by psychological disorders such as anxiety, depression and post-traumatic stress, two points above what was observed in the previous study, carried out in 2021.
As for stress generators, 59% of companies believe that they have been more affected by the economic crisis and other external factors than by the working conditions themselves, and two out of three link them to the mental burden of tasks develop.
Almost 80% of the companies surveyed by Adecco say that psychological health issues should have more treatment in collective agreements. Likewise, 92% believe that public authorities should give greater support to companies and workers in the management of mental health.
Regarding digitization and flexibility at work, 43% of the companies surveyed advocate a regulation that seeks a balance between flexibility, control of working time and disconnection/reconnection for sustainable teleworking. In addition, 62% believe that "technostress" or "technofatigue" are already risk factors with an impact on their company.
