At the end of the workday, an employee can assess their condition based on two parameters: how tired they are and how satisfied they are, on a scale from 1 to 10.
If the employee notes that the level of satisfaction during the working day is higher than the level of tiredness, then we consider that today did not contribute to their burnout.
If the employee notes that they are very tired but not satisfied, Ploito will count this as burnout (using a special formula).
The situation where the employee is maximally satisfied and maximally tired is also considered a minor burnout.
The employer or HR manager should pay maximum attention to this metric and analyze it comprehensively: what tasks the employee performs, how they comment on their fatigue, etc. In addition to satisfaction and tiredness ratings, the employee can write a comment with their impressions of the past day and mark completed tasks in their to-do list.
Thus, the employer can view the employee's reports and see the situation more clearly. For example, if an employee planned to finish a task but it turned out to be challenging and remained unfinished, the employee's comment might be "Struggled all day but made very little progress," along with the maximum tiredness rating and the minimum satisfaction rating.
If the employee notes that the level of satisfaction during the working day is higher than the level of tiredness, then we consider that today did not contribute to their burnout.
If the employee notes that they are very tired but not satisfied, Ploito will count this as burnout (using a special formula).
The situation where the employee is maximally satisfied and maximally tired is also considered a minor burnout.
The employer or HR manager should pay maximum attention to this metric and analyze it comprehensively: what tasks the employee performs, how they comment on their fatigue, etc. In addition to satisfaction and tiredness ratings, the employee can write a comment with their impressions of the past day and mark completed tasks in their to-do list.
Thus, the employer can view the employee's reports and see the situation more clearly. For example, if an employee planned to finish a task but it turned out to be challenging and remained unfinished, the employee's comment might be "Struggled all day but made very little progress," along with the maximum tiredness rating and the minimum satisfaction rating.
This is the first signal to talk to the employee.