Nearly 80% of Younger employees and Managers have experienced Burnout, significantly affecting their Productivity at work!

?? An impressive 80% of employees have faced burnout in the past year, significantly affecting their productivity.

?? Stressed employees are the #1 threat to positive company culture specifically citing burnout.

?? Burnout is particularly widespread among younger employees, with Millennial and Gen Z workers being 10% more likely to report burnout compared to Baby Boomers,

Burnout is the top factor preventing employees from going above and beyond in their roles, according to a new interesting research published by isolved using data ?? from a fourth-annual survey conducted online in Q3 of 2024 of more than 1,000 full-time employees in the U.S.

?Burnout impacts directly employee productivity

Researchers noticed that over half of the workforce (53%) report that burnout has reduced their engagement, while 36% say it has minimized their output, leading them to effectively “quiet quit.” In fact, burnout is the top factor preventing employees from going above and beyond in their roles.

?Burnout is more prevalent among Younger generation and managers

?? Researchers have observed that burnout is particularly common among younger employees, with Millennials and Gen Z workers being 10% more likely to report burnout compared to Baby Boomers.

Notably, 58% of Gen Z employees cite burnout as a primary reason for their job dissatisfaction. Mid-level managers are also experiencing high levels of burnout, as they juggle the expectations of senior leaders and the demands of their teams—82% of managers report feeling burned out, in contrast to 73% of entry-level employees.

?Burnout a top risk for Turnover

Researchers have found that burnout significantly increases the risk of employee turnover. Interestingly, employees who are seeking new opportunities are just as engaged at work as their peers (92% versus 90%), yet they are 35% more likely to report feeling burned out compared to those not job hunting.

?? Additionally, nearly half of all respondents (47%) identify stressed employees as a major threat to their company culture.

?? In conclusion, researchers offer five crucial recommendations to boost loyalty and retention. Employers are encouraged to implement a comprehensive strategy that addresses the diverse and evolving needs of their workforce:

1?? Invest in Burnout Prevention: Offering mental health support, flexible work arrangements and clear work-life boundaries for people at all levels of the organization will improve productivity, engagement and retention.

2?? Close the Benefits Gap: Benefits packages must be tailored to the varying needs of a multi-generational workforce, and HR needs to ensure that both benefits and payroll are seamless processes for employees. That means prioritizing flexible, personalized solutions that meet employees where they are, with the benefits that matter most to them.

3?? Support Career Development: Provide clear paths for growth, career mobility and skill-building opportunities. Mid-level managers, in particular, need more resources and recognition to feel valued and to stay committed.

4?? Prioritize Flexibility: Hybrid and remote work options have become essential for employee retention, especially for Millennial. Offering flexibility in how and where employees work will be a crucial factor in attracting and retaining top talent.

5?? Prepare for an Uncertain Future: As economic uncertainty and technological disruptions like AI continue to shape the future of work, employers must provide ongoing training, skill development, and transparent communication about how these changes will affect employees’ roles and security.

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This compelling research highlights that although burnout hinders productivity, employers can implement five proactive measures suggested by researchers to ease workload challenges. These include providing mental health resources, establishing clear boundaries for off-hours work, and introducing flexible schedules to enhance performance and maintain long-term engagement.

??Thank you isolved researchers team for sharing these insightful findings:

Amy Mosher Mark Duffell Lydia Duffell Celia Fleischaker

Dave Ulrich

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