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Why 3 Out of 4 of Employees Feel Burned Out
Why 3 Out of 4 of Employees Feel Burned Out
Employees Feel
Burned Out & What To
Do About It
Table Of Contents
• The Latest Findings From Ringover
• Burnout Demographics
o Gender Differences
o Industry Findings
o Age Insights
• Conventional Solutions That Fall Short
o One-Size-Fits-All Workshops
o Surface-Level Perks
o Top-Down Communication
o Blanket Policies
o Rigid 9-5 Expectations
o Open Office Layouts
o Mandatory Team-Building Events
o Annual Performance Reviews
o Glorification Of Overworking
o Excessive Competition
o Vacation Constraints
• 15 Innovative Employee Burnout Solutions
o 1. Flexible Work Hours & Remote Work
o 2. Unlimited PTO
o 3. Mandatory Time Off
o 4. Learning & Development
o 5. Sabbaticals
o 6. No Meeting Days
o 7. Employee Well-Being Programs
o 8. Job Rotation
o 9. Employee Assistance Programs (EAP)
o 10. Feedback Platforms & Open Communication
o 11. Break Spaces
o 12. In-House Counselors
o 13. Chief Wellness Officer
o 14. Limit Overtime
o 15. Regular Check-Ins
Whether reading this on Labor Day or any other day, acknowledging the
contributions of the workforce serves as a reminder of both their productive
efforts and the pervasive challenges they face. Nearly three-quarters of
employees are battling burnout. With efficiency and progress coming at
the expense of personal well-being, the prevalence of burnout serves as an
urgent call to examine the root causes and explore innovative solutions.
Ringover, a global telecom company, recently surveyed more than 1,000
US-based employees about their experiences with burnout. This article
covers the findings from the survey, explores traditional employer solutions,
and offers new, creative approaches to tackle the issue head-on.
Gender Differences
• Over two-thirds of male workers consider changing roles due to burnout.
• While women are less likely to take action following burnout, 59% still
consider a job switch.
This hints at the universality of burnout’s impact while raising questions
about potential disparities in speaking up about it. Research suggests
that women may be less likely to speak up due to a variety of factors,
including concerns about repercussions, societal expectations, or workplace
dynamics.
Industry Findings
• The industries with the highest levels of burnout include:
o Agriculture (84.38%)
o Financial activities and insurance (82.4%)
o Information publishing and telecommunications (81.38%)
o Public sector (80.49%)
The prevalence of burnout in these sectors underscores the need for tailored
solutions within these fields, where stressors may be distinctive and
intensify burnout.
Age Insights
• 85% of workers between the ages of 18-24 are impacted by burnout,
representing the most prominent age group affected.
• Over half of employees aged 55-64 experience burnout, but many are
uncomfortable discussing stressors at work.
The hesitation to discuss stressors among older generations may be
attributed to traditional workplace cultures, where speaking up about well-
being may not have been encouraged or was seen as a sign of weakness.
15 Innovative Employee
Burnout Solutions
Organizations must explore new employee burnout strategies to ensure that
employees have comprehensive resources for good mental health. These
creative solutions can effectively mitigate work-related stress and foster a
healthier, engaged workforce.
1. Flexible Work Hours & Remote Work
Empowering employees with autonomy over their work arrangements
optimizes performance and contributes to work-life balance. Consider these
scenarios:
• Flextime: A night owl, whose energy spikes later in the day, can harness
peak productivity hours by shifting their work hours.
• Four-Day Workweek: A working parent can leverage a four-day
workweek to maximize free time with family.
o 44% of survey respondents said a four-day workweek would
positively affect their happiness levels in their role.
• Remote Work: An employee whose tasks require high levels of
independence could work from the comfort of their home to minimize
distractions from an open office layout.
o More than one-third of survey respondents said remote work
would elevate their happiness levels in their current roles.
Taking a one-size-fits all approach to work arrangements disregards the
unique needs and preferences of individuals, hindering both productivity
and well-being. Flexibility and autonomy minimize stress and commuting
fatigue, mitigating burnout among employees.
2. Unlimited PTO
Embracing unlimited PTO allows employees to take time off when needed,
reinforcing ownership over their workload. This doesn’t turn the office into
a ghost town: employees with unlimited PTO take similar or fewer vacation
days than those with traditional PTO arrangements. When quality of work
replaces time as a measure of success, employees are less likely to
experience burnout.
🔑 Key Insight: Empowering employees with unlimited PTO shifts the
focus from time to quality, alleviating burnout symptoms.
👟 Next Step: Introduce a ‘Staycation Bonus’—financial incentives for
employees who take time off but stay local, supporting local businesses.
5. Sabbaticals
Offering long-term employees the opportunity to take a sabbatical allows
them to reset for personal growth. A sabbatical could be used for anything
from exploring a passion project to traveling the world, returning with fresh
enthusiasm and insights.
🔑 Key Insight: Sabbaticals provide a long-term solution for burnout by
allowing comprehensive personal and professional growth.
👟 Next Step: Create a ‘Sabbatical Proposal Program’ where employees
can outline the potential benefits of their time off.
6. No Meeting Days
The constant influx of meetings can disrupt employees’ flow and limit their
ability to engage deeply with their tasks. This is particularly relevant for
remote workers who may experience “Zoom fatigue” and employees whose
responsibilities demand deep, uninterrupted focus. Allocating “No Meeting
Days” can prevent burnout by promoting a more sustainable rhythm that
balances individual work with collaboration.
8. Job Rotation
Allowing employees to rotate roles or departments not only adds variety but
also offers a fresh perspective on company operations. For instance, a
marketing specialist trying their hand at customer service can break away
from routine while gaining insights that contribute to a more interconnected
workforce.
“A chief wellness officer can help you to identify where those areas of
difficulties are. And it can also point the way to improving that. And
looking at those metrics can help you identify ways to become a more
efficient and high performing healthcare organization, through the lens
of your professionals who can point the way to those opportunities.”
🔑 Key Insight: A dedicated role for wellness ensures a strategic,
company-wide approach to burnout prevention.
👟 Next Step: Run a ‘Wellness AMA (Ask Me Anything)’ session with the
Chief Wellness Officer every quarter.