Employee burnout happens when an employee has exhausted their physical or emotional strength. Factors such as stress, shortage of resource, and tight deadlines can all lead to burnout. Inevitably, employee burnout can diminish an organization’s morale and resources. Affected employees can slow down productivity, and in the event if they quit their job, the cost needed to replace and train a new employee could be costly. A recent Gallup study involving 7,500 full-time employees found that 67% of employees reported feeling burned out at work – that’s two-thirds of full-time workers experiencing burnout on the job.
The organizational cost of burnout is tangible, as burned-out employees are 63% more prone to take a sick day. Furthermore, they are 2.6 times more likely to quit and seek another job. In the case if they decide to remain at the organization, they have 13% lower confidence in their performance. The main factors causing employee burnout is connected to how employees are managed at work. Collectively, employees agree that unfair treatment is 2.3 times more likely to cause burnout. Unmanageable workloads can also cause them to feel overwhelmed, leading to poor performance that will damage their confidence.
However, burnout can be prevented and reversed by changing the way managers lead employees. The direct support and constant communication by managers provide a psychological buffer, and employees are 70% less likely to experience burnout when the manager has their back. In the long run, organizations need to act upon the actual causes of burnout for the future sustainability of their employees and the business.