One group of individuals is burning out quicker than the rest, according to a new Fast Company article.
Statistics are showing that Millennial women are hitting the ground running when they launch their careers in their early 20s, but later find that pace is unsustainable. The article ssay that women account for 53 percent of corporate entry-level jobs, but that number drops to 26 percent for vice presidents and senior managers.
The article states that commonly believed reasons for women this age opting out of the workforce, like having children, aren’t too blame.
Rather, they’ve simply burned out trying to uphold expectations imposed on them from society from a very early age. The tipping point, according to Fast Company, is the age of 30 when these Millennial females reflect inward and have a hard time seeing a career path beyond their never-ending to-do list.
This example of a demographic that should be thriving in the workplace – but isn’t – is yet another example of how workplace stress can cripple not only individuals, but organizations. For every individual who leaves the workforce after nearly 10 years of experiences means years of resources and knowledge lost from the companies that invested in them.
What if Millennial women worked under different circumstances, where they could raise their hand when work stress became too overwhelming? And, what if their concerns were met with a willingness by their employers to help them correct the problem? For starters, they wouldn’t feel compelled to throw in the towel so quickly.
When companies measure their stress, they’re investing in the well-being of their people. For Millennial women, more companies measuring their stress could mean an entire generation who doesn’t feel forced to call it quits.
This simple initiative of measuring stress could be one of the best investments an organization makes in its people because it spots problem areas, points out stress trends and gives companies the power to chart a new course.
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