Skip to navigation Menu Skip to company contact information Contact

Bentley Lewis

The Growing Concern of Employee Burnout

Employee burnout has become an increasingly pressing issue in the modern workplace, with recent studies revealing alarming trends and statistics.

A recent report found that 77% of US workers are stressed with their jobs, a substantial increase from 38% in 2019 (LinkedIn). Employees of all ages and types are experiencing the impact of stress, fatigue, and mental health challenges. Understanding the causes and current state of employee burnout can help leaders develop strategies to prevent it and help workers feel supported. Read on for the latest data on employee burnout and what organizations can do to reduce it.

Defining Employee Burnout

The World Health Organization (WHO) classifies employee burnout as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.”The WHO lists the three main symptoms as:

  • Feelings of energy depletion or exhaustion
  • Increased mental distance from one’s job or feelings negative towards one’s career
  • Reduced professional productivity

Current State of Employee Burnout

The prevalence of burnout has risen significantly in recent years:

  • 77% of US workers now report experiencing stress with their jobs, a substantial increase from 38% in 2019 (LinkedIn).
  • Among different age groups, Gen Z (18-24) shows the highest burnout rate at 85.23% (Ringover).
  • Burnout rates have increased for both Gen Z (52%) and millennials (49%) in 2023, up from 46% and 45% respectively in 2022 (Deloitte).

Impact on Mental Health and Productivity

The effects of burnout extend beyond the workplace:

  • 57% of US workers experience negative impacts from work-related stress, including emotional exhaustion, low motivation, decreased productivity, and a desire to quit (American Psychological Association).
  • 20% of workers have taken time off due to poor mental health caused by work-related stress in the past year (Mental Health UK).
  • 91% of adults reported experiencing high or extreme levels of pressure and stress at some point in the past year (Mental Health UK).

Factors Contributing to Burnout

Several key factors have been identified as major contributors to employee burnout:

  • 54% of workers cite high or increased workload as a primary factor (Mental Health UK).
  • 45% report working unpaid overtime beyond contracted hours (Mental Health UK).
  • 42% feel isolated at work, exacerbating burnout symptoms (Mental Health UK).
  • 38% identify ineffective processes and systems as top drivers of burnout (Qualtrics).

Organizational Response and Support

Many employees feel that their organizations are not doing enough to address burnout:

  • Only 57% of working adults felt comfortable informing their managers about experiencing high or extreme stress levels at work (Mental Health UK).
  • Less than a third (29%) said their workplace had plans to help colleagues identify signs of chronic stress and prevent burnout (Mental Health UK).
  • Nearly 70% of professionals feel their employers are not doing enough to prevent or alleviate burnout within their organization (Forbes).

Economic Impact

The consequences of burnout extend to the broader economy:

  • Workplace stress leads to nearly 120,000 deaths and $190 billion in spending annually in the United States (Deloitte).
  • $1 trillion is lost in productivity each year due to depression and anxiety (Deloitte).
  • In the UK, burnout costs businesses over £700 million annually due to stress-related sick leave (Spill).

Strategies for Reducing Employee Burnout

Preventing employee burnout should be a top priority for leaders at any organization. Here are some ideas to use for avoiding employee burnout:

  1. Improve Communication: Keep employees informed and connected to foster engagement and satisfaction.
  2. Promote Flexible Work Arrangements:
    • 56% of workers listed flexibility in their workday as the top way their workplace could better support them (Mental Health UK).
    • Discuss and implement flexible scheduling and work boundaries to promote work-life balance.
  3. Enhance Wellness and Mental Health Benefits:
    • 43% of workers cited encouraging time off and offering mental health days as ways to provide support (Mental Health UK).
    • Provide inclusive benefits such as meditation sessions, healthy eating classes, and virtual workout options.
  4. Address Workload and Processes:
    • Review and optimize work processes to reduce inefficiencies that contribute to burnout.
    • Ensure fair distribution of workload among team members.
  5. Foster a Supportive Culture:
    • Train managers to recognize signs of burnout and provide appropriate support.
    • Encourage open dialogue about mental health and stress in the workplace.

Ultimately, your people and their wellbeing are the heart of every company’s success. Employers should take these steps to provide employees with the support they need to avoid burnout. It’s important to create policies and develop strategies to improve workplace culture and stop the rise of this dangerous trend.

 

Link reference for the sources mentioned:

  1. Deloitte Mental Health Report 2022: Mental health and well-being in the workplace – Deloitte
  2. Spill: Workplace Mental Health Statistics
  3. Forbes: 74% of Employees Report Negative Mental Health at Work
  4. Deloitte UK: Poor mental health costs UK employers £51 billion a year
  5. Altruist UK: Mental Health and Employers: Deloitte Report Summary 2022

Learn more about Bentley Lewis

Questions? Get in touch:

Email: info@bentleylewis.com
Call (UK): +44 (0) 207 580 4110
Call (US): +1 332 2258142


Take a closer look on what we do: www.bentleylewis.com/expertise