Employee burnout has become a widespread challenge, driven by excessive working hours, overwhelming workloads, and the struggle to balance work and personal life. As organizations plan for the future, tackling these issues has become a top business priority.

DHR Global’s “Workforce Trends Report 2025” examines the depth of this challenge across demographics. Identifying the underlying causes of burnout equips organizations to implement meaningful strategies that support their workforce and maintain peak performance.

What’s Fueling Workplace Exhaustion? Key Survey Takeaways

DHR’s survey of 1,500 knowledge workers reveals the pervasive nature of burnout, with 82% of respondents experiencing some level of exhaustion. Younger generations, such as Generation Z (ages 21-27) and millennials (ages 28-43) report the highest levels of fatigue at 87% and 85%, respectively. On the other hand, baby boomers (ages 60-65) report significantly lower levels of burnout at 57%, likely because of fewer workplace pressures at this stage of their careers.

The report identifies the top contributors to burnout:

• Excessive working hours (58%)
• Overwhelming workloads (35%)
• Difficulty balancing work and personal life (34%)

External factors also play a role. For example, political instability distracts 61% of employees, worsening stress and disengagement. The findings highlight the importance of systemic solutions, such as workload management and promoting work-life balance, to create healthy work environments.

Reducing Burnout: Insights from Talent Experts

Talent advisors from DHR and Jobplex offered strategies for translating these findings into action. Their expertise emphasizes practical steps for leaders and organizations to help reduce burnout in 2025.

Equip Leaders to Identify and Address Burnout

Peter Blau, Managing Partner, Global Healthcare Services & Solutions

As organizations plan for 2025, proactive retention and engagement strategies will be essential. Successful leaders ensure their organizations strike the right balance between work, life, and employee expectations. High-performing individuals consistently seek roles where they feel supported and recognized, and have stability. Employers that offer balanced, steady environments and growth opportunities will thrive.

Support High Performance With the Right Training and Tech

Jessica Bayer, Managing Partner, Corporate Affairs and Communications

As executives face increasing demands with fewer resources, efficiency has become essential for teams and leaders. A critical driver of employee satisfaction is learning and development, particularly in areas like artificial intelligence (AI) and emerging technologies that can lighten leaders’ workloads and enhance team productivity.

Bridge Talent Gaps to Reduce Burnout and Drive Growth

Vikram Chhachhi, Managing Partner, India

Employee burnout has become a pervasive challenge, fueled by rapid growth in emerging sectors and a post-pandemic shift toward gig and project-based work. With a significant portion of the workforce stepping away from traditional full-time roles, organizations are increasingly relying on small teams to deliver more, often under intense pressure.

Adding team members who have complementary skills is essential for reducing pressure and driving growth. For urgent needs, bringing in interim leaders or temporary staff can help bridge talent gaps. Organizations should also prioritize building a strong talent pipeline in high-demand areas like artificial intelligence, data science, digital transformation, supply chain management, and regulatory compliance. Ultimately, prioritizing people decisions over business decisions ensures talent remains at the forefront, paving the way for long-term success.

Turn Change Management Into a Growth Opportunity

Jacob Humbert, Partner, Jobplex

The job market shifts from 2020 to 2022 during the COVID-19 pandemic created lasting ripples that we’re seeing settle as we approach 2025. Employees faced unprecedented disruption in their personal and professional lives, while organizations experienced talent, leadership changes, and the rise of flexible work environments. Now, the pendulum is swinging back, with many companies transitioning to in-office environments and relocation becoming more common than in recent years.

Recognize and Address the ‘Burn-On’ Phenomenon

Patrick Haberland, Managing Partner, European Life Sciences Practice

Employee burnout doesn’t just harm productivity and morale after a diagnosis – it causes measurable damage well before that point. The concept of “burn-on” highlights this issue, describing employees who haven’t yet burned out but are chronically stressed, leading to decreased satisfaction and efficiency. This trend, exacerbated by pandemic-era pressures, persists as many workers remain entrenched in unsustainable “keep on keeping on” mentalities, despite unfulfilled promises of relief or celebrations at the pandemic’s end.

To prevent this, companies must balance prevention and action. An effective strategy is to assess employees’ resilience and workloads, focusing on sustainable practices, rather than pushing workers to their limits. Wellness programs can maximize engagement – whether through in-house initiatives or flexible access to third-party services. These approaches can reduce burnout-related absences, and appeal to and sustain leading talent.

Make Work-Life Balance a Core Business Priority

Christine Greybe, President, Leadership Consulting

Business leaders must address employee burnout by prioritizing open communication, work-life balance, well-being, and professional growth. Key strategies include implementing flexible work policies, offering hybrid options, and supporting time off. As demand for flexibility increases, embedding it into your corporate culture is vital for creating a workplace that attracts and retains top talent. This demands leadership agility in the workplace.

Supporting Employees for Peak Performance

The findings from DHR’s “Workforce Trends Report 2025” underscore the immediate need for leaders to address burnout. By understanding the primary causes, leaders can develop targeted strategies to mitigate these challenges. Fostering a supportive and balanced work environment is essential for maintaining employee well-being and ensuring organizational success.