8 Innovative Approaches for Helping Your Employees Prevent Burnout

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Workplace burnout is hardly a new problem. But in recent years, it’s been exacerbated by the shifting needs and conditions employees face, as they adapt to hybrid work arrangements, rapidly advancing technology, and evolving demands for new skills. As burnout rises, employers are likely to see increased absenteeism and turnover, alongside diminishing job performance and engagement, with employees growing increasingly frustrated, exhausted, and dissatisfied.

The impacts can be significant, with burnout hampering employees’ productivity and even driving them to seek new job opportunities. Recent research shows that workers who are burned out are nearly three times more likely to be actively searching for another job (45% vs. 16% of those who did not report burnout). Another study found that about 20% of workers think about quitting their jobs daily, a clear indication of how severe and time-consuming this issue has become.

For companies, the costs add up. In the U.S., 19% of workers rate their mental health as fair or poor and report that they have about four times as many unplanned absences as their counterparts. These unplanned absences add up to 12 days in a calendar year — compared to just 2.5 days for those with good, very good, or excellent mental health — costing the economy an estimated $47.6 billion in lost productivity each year.

The impacts of burnout can also disproportionately impact certain groups, including women, LGBTQ+ employees, people with disabilities, and deskless (e.g., frontline) employees. These groups experience up to 26% higher burnout than their peers, a sign that inclusion (or lack thereof) can be a driving factor in today’s workplace.

New research from isolved found that eight in 10 employees (79%) have experienced burnout in the last year, impacting both productivity and engagement. Over half of the workforce (53%) surveyed reported that burnout has reduced their engagement, while a further 36% say it has minimized their output, leading them to effectively “quiet quit.” The study finds that burnout is especially high among younger employees, with Millennial and Gen Z workers 10% more likely to say they are burned out than their older colleagues. In fact, 58% of Gen Z workers list burnout as a top reason for their job dissatisfaction.

“Burnout is eroding employee engagement when companies need their teams to perform at their best. While 92% of employees say they are fully committed to their jobs and company mission, many are still struggling,” said Celia Fleischaker, Chief Marketing Officer at isolved. “Organizations that proactively address not only burnout, but benefits dissatisfaction, flexibility needs, and job insecurity — especially in the age of AI — will not only retain top talent but also cultivate a workforce that is empowered, resilient, and future-ready.”

The threat of burnout will not disappear anytime soon. Workers and their employers will contend with the impacts as workplace arrangements, expectations, and professional demands continue to evolve. To meaningfully support their teams, HR leaders must focus on both preventing and addressing burnout, ensuring that their workforces are able not just to survive — but thrive.

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