Most employees say they are burned out and restless, leading to lower engagement

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Nearly 8 out of 10 employees have experienced burnout in the past year, leading to lower engagement for more than half of workers and reduced productivity for more than a third of workers. according to an October 28 report from isolated.

In addition, 72% of employees said they are restless and looking to change jobs in the next year, which marks a 14-point increase from 2023. Of those who have recently changed jobs, 9 out of 10 they said they were looking to jump again.

“Burnout erodes employee engagement at a time when companies need their teams to perform at their best,” Celia Fleischaker, Marketing Director at isolved, said in a statement.

“Organizations that proactively address burnout along with dissatisfaction with benefits, need for flexibility and job insecurity will not only retain top talent, but also cultivate an empowered, resilient and future-ready workforce,” he she added.

Burnout, benefits driving career decisions

In a survey of more than 1,000 full-time employees in the U.S., burnout was named the number one factor preventing employees from excelling in their role. Gen Z and millennial workers felt this was especially true and were more likely to report burnout than baby boomers.

For half of workers, flexible arrangements with hybrid or remote work ranked as the main motivation for accepting a new job offer. Similarly, lack of flexibility was also a key factor in changing jobs, with 1 in 10 workers looking for a new job for more flexibility.

About a quarter of workers explicitly said they were leaving their jobs for better benefits in 2024. According to the report, only 43 percent of workers said they had health insurance through their employer and only 35 percent had access to paid time off.

Career fears are still high

In addition, many employees said they were concerned about layoffs — both workers who had experienced layoffs at their companies in the past 12 months and those who had not. In response, career development remains a top priority. While most employees said they feel valued, they are also looking for more support for career growth and stability.

As more workers report burnout, fewer believe their employer cares about them and their well-being, according to an Aflac report. Employers can offer mental health tools and work-life balance perks, such as flexible schedules, to increase employee satisfaction and retention, the report says.

Fear of missing out at work – or FOMO – can be a key risk factor for mental health and employee burnoutparticularly if workers are experiencing information overload, anxiety and stress, according to research from the University of Nottingham. HR professionals can consider policies and training options that help workers better access, manage and consume information in the digital workplace.

As employee burnout remains high, some changes in workload might helpaccording to an Eagle Hill Consulting report. Most workers said burnout could be alleviated by a four-day work week, increased flexibility, reduced workload and better health and welfare benefits.

Even so, employers may have “hit a wall” in reducing burnout because levels of burnout — as well as drivers of burnout — haven’t changed much, the company’s CEO said.