- Don’t overlook the organizational costs of employee burnout
- Burnout is strongly influenced by how employees are managed
- Burnout is preventable when you focus on the right factors
In this three-part series, we examine 15 workplace factors that correlate highly with employee burnout. In this first article, we discuss the top five causes of employee burnout.
Organizations are facing an employee burnout crisis. A recent Gallup study of nearly 7,500 full-time employees found that 23% of employees reported feeling burned out at work very often or always, while an additional 44% reported feeling burned out sometimes. That means about two-thirds of full-time workers experience burnout on the job.
Although burnout has become “just part of the job” for many workers, the hard organizational cost of burnout is substantial: Burned-out employees are 63% more likely to take a sick day and 2.6 times as likely to be actively seeking a different job. And even if they stay, they typically have 13% lower confidence in their performance and are half as likely to discuss how to approach performance goals with their manager.
In short, employee burnout can trigger a downward spiral in individual and organizational performance.
And not surprisingly, the effects of burnout don’t stop at the office door. Employees who consistently experience high levels of burnout are two times more likely to strongly agree that the amount of time their job takes makes it difficult to fulfill their family responsibilities. Even scarier, burned-out employees are 23% more likely to visit the emergency room.