Burnout is not a new phenomenon in the workplace, but it is becoming increasingly common and concerning. Recent studies paint a stark picture: 77% of employees in the U.S. report experiencing burnout in their current jobs, with more than half enduring multiple episodes.
These findings, reflected in surveys by Deloitte and SHRM, reveal an alarming trend that demands urgent attention from both employees and employers. As burnout worsens, understanding its causes, effects, and possible remedies becomes essential.
What is Workplace Burnout?
Workplace burnout is a type of occupational stress that occurs when chronic job-related pressures are not adequately managed. The World Health Organization (WHO) officially recognized burnout in 2019, defining it by three primary symptoms: emotional exhaustion, cynicism, and a diminished sense of personal efficacy.
These traits can combine to create a situation where individuals struggle to regain energy or motivation, even with breaks or time off.
Deloitte’s survey of corporate professionals identified several key drivers of burnout:
- Lack of leadership support (31%)
- Unrealistic deadlines (30%)
- Consistently working long hours (29%)
Burnout doesn’t just affect employees’ performance at work; it impacts their lives holistically. Research shows that 83% of professionals believe that workplace burnout negatively affects their personal relationships. Furthermore, workers who reported burnout were nearly three times more likely to be actively searching for another job.
The Prevalence of Burnout
Burnout is increasingly being seen as a widespread issue. In SHRM’s 2024 Employee Mental Health Research Series, 44% of employees reported feeling burned out, while 45% felt emotionally drained from their work.
The American Psychological Association (APA) echoes these concerns, noting that 77% of workers have experienced work-related stress in the past month.
This overwhelming prevalence of burnout is especially concerning in a workforce already dealing with inadequate access to mental health resources; more than half of the U.S. population lives in areas with insufficient mental health care.
The Health Consequences of Burnout
Burnout isn’t just a psychological issue; it comes with a host of physical health risks. Studies link burnout with serious health problems, including cardiovascular disorders, musculoskeletal pain, and an increased risk of Type 2 diabetes.
Burnout also contributes to cognitive and emotional impairments such as memory issues, anxiety, depression, and irritability. Some research even suggests burnout could be a factor in increased substance use and suicide risk.
For organizations, the consequences are just as severe. Burnout leads to absenteeism, presenteeism (working while not fully functional), reduced productivity, and higher turnover rates.
According to research, employees suffering from burnout are 57% more likely to miss work for over two weeks due to illness and 180% more likely to develop depressive disorders. Additionally, the “contagion effect” of burnout can spread negativity throughout an organization, disrupting workplace culture and diminishing overall performance.
Addressing the Causes of Burnout
Several factors can exacerbate burnout in the workplace. These include:
- Workload: When demands consistently exceed an employee’s capacity, stress builds up, leading to burnout.
- Lack of Control: Employees who feel they lack autonomy or a say in important decisions are more likely to feel overwhelmed.
- Insufficient Reward: If workers perceive that their efforts aren’t appropriately compensated, either financially or through recognition, their engagement plummets.
- Community: Poor relationships with colleagues or a toxic work environment can significantly contribute to feelings of burnout.
- Unfairness: Perceived inequity in how work is distributed or recognized can fuel cynicism.
- Values Mismatch: A disconnect between personal values and the company’s mission can lead to a loss of motivation.
Employee and Employer Responses
Both employers and employees have roles to play in mitigating burnout. Employees can take steps to prioritize self-care, set boundaries, and foster supportive social relationships.
Employers, meanwhile, must create environments that promote well-being. This includes offering flexible work options, ensuring workloads are manageable, and providing access to mental health resources.
Unfortunately, many organizations are falling short. Nearly 70% of employees feel their employers are not doing enough to prevent burnout, with 21% saying their company offers no programs to address the issue. Employers can improve by implementing mental health days, flexible scheduling, and regular check-ins to gauge employee well-being.
Moving Forward
Workplace burnout is a critical issue affecting the well-being of employees and the health of organizations. As businesses continue to adapt to a rapidly changing world, addressing burnout must become a top priority.
From offering more supportive workplace policies to encouraging self-care, organizations can create environments where employees thrive rather than just survive. By taking these steps, companies can reduce turnover, boost engagement, and cultivate a more productive, innovative workforce.
In the end, burnout doesn’t have to be an inevitable part of the job. With thoughtful solutions and a commitment to employee well-being, businesses can foster healthier, more fulfilling workplaces for everyone.
At Wellfulli, we are dedicated to empowering individuals and organizations to thrive, not just survive. Our innovative solutions—ranging from emotional health coaching to specialized courses and mental wellness programs—are designed to address workplace burnout at its root, fostering resilience, fulfillment, and lasting well-being