Defusing the burnout timebomb: protect your business from the worldwide wellbeing crisis

In a recruitment market already restricted by significant skill shortages, burnout poses an acute threat to continuity, productivity, and workforce stability. Recent Adecco Group research highlights stress and feelings of overwhelm are rising on a global scale – and the critical link between employee ambition and wellbeing.

The Adecco Group’s Global Workforce of the Future report captures feedback from 30,000 employees across 23 countries, revealing the complexities of today’s worldwide workforce. In the UK and beyond, committed, career-focused individuals are teetering on the edge of exhaustion – despite an increasing appetite for professional development.

Feedback shows more than half of workers intend to take greater control over their skills in the next year, and almost three-quarters plan to stay loyal to their company in exchange for dedicated investment in their development.

This is positive news for employers hindered by worldwide talent scarcity, but fast-paced progression can come at a cost. Our findings also uncovered a global burnout crisis, particularly among managers. While 65% of survey participants have already experienced burnout (68% at management level), 49% are concerned it’s just around the corner.

Now, let’s delve into the impact of burnout on your business, and advice on achievable action plans to support the professional growth of your employees while protecting their wellbeing and overall work-life balance.

The reasons behind the risks

Our research shows that burnout is a critical issue in many countries. The UK ranks fourth worldwide, with 71% of British workers saying they’ve experienced burnout in the past 12 months, compared to a global average of 65%.

Stripped-back workforces and limited staff support have ramped up burnout risks in recent years. Our survey data shows the top three reasons for burnout include:

Working too hard (44%)

Lack of leadership support (43%)

Taking on more responsibility after layoffs (42%)

Employer expectations also play a major role. Time away from work – one of the simplest safeguards against burnout – is frowned upon in many company cultures. Our research reveals that 78% of workers feel unable to take a break from their job, and just one-fifth are encouraged by their organisation to enjoy their full holiday entitlement. Only 55% of survey participants had used all of their annual leave. Consider yourself and your team. When was the last time you checked work emails while on holiday or had colleagues work outside of their normal working week? Whether you finish your holiday year with unused days that aren’t rolled over, or don’t truly disconnect while away, these habits can have a lasting, and negative, impact.

Seniority has no impact on whether workers feel encouraged to take their entire holiday allocation – but it does have a bearing on burnout hazards. According to 2023 feedback, managers are closest to breaking point. 68% report feeling exhausted and overwhelmed, compared to 65% of executives and 60% of non-managers. 44% of managers trace the root cause to taking on more responsibility following redundancies.

While many organisations strengthened their wellbeing provision during the Covid-19 pandemic, workplace pressures shift and change at a rapid speed. Employers are continuously encouraged to develop flexible programmes to target pressing mental health threats and offer proactive, preventative wellbeing support for staff at all levels.

How to prevent burnout in your workplace

Empowering employees to take time off is a quick fix for burnout risks. But while vacations provide vital wellbeing boosts, they’re only one element of meaningful mental health support. An enlightened approach to annual leave should be part of a comprehensive, coordinated wellbeing offering that begins with the basics and becomes a core part of your corporate culture.

Here are some helpful steps to consider:

Invest in development

Coach managers to hold regular data-led employee wellbeing appraisals, as well as performance and development appraisals.

Invest in listening tools to understand individual needs. Examples include pulse surveys, wellbeing assessments, digital feedback channels, and employee assistance programme (EAP) platforms.

To help manage workloads, identify a pipeline of agile staff members who can jump in and support varied tasks and projects.

Embed positive change into your culture

Address organisational challenges inclusively, placing people at the centre of all decisions.

Systematically acknowledge the added strain of post-layoff workloads and realign responsibilities with realistic expectations.

Clearly demonstrate how your company engages with legislation on employees’ right to recharge and disconnect.

Build a burnout-proof workforce

Fostering a resilient, future-ready workforce requires a two-pronged approach: maximising employees’ appetite for growth while actively mitigating burnout risks. This means creating clear, rewarding career pathways and a culture that prioritises downtime, wellness, and positive mental health.

Today’s workers are driven, committed, and hungry for progression – but they need a nurturing hand to succeed and stay on task. Adecco’s wellbeing consultancy shapes programmes and practices that help employees at all levels remain productive and motivated, fulfil their potential, and lead happier, healthier working lives.

For tailored guidance on how to prevent workplace burnout and help your workforce thrive,get in touch with our team.

Blog Home