Employee burnout continues to be a pressing issue among government workers, with recent surveys showing rates stubbornly hovering at 41%—a slight decrease from 47% in August 2023. The data is clear: without systemic changes, burnout will persist and negatively impact both employees and the services they provide.
The Broad Impact of Burnout
Burnout’s impact extends beyond individual well-being, significantly impacting organizational success. According to Eagle Hill Consulting’s latest findings, 86% of government workers experiencing burnout report that it affects their health and wellness. This, in turn, reduces job performance (71%), willingness to go above and beyond (57%), attendance (41%), and relationships with colleagues (33%). The ability to serve customers also suffers, with 55% of burned-out employees acknowledging this challenge.
These findings align with broader data on workplace stress, which is estimated to cost the U.S. economy more than $500 billion annually. Another study by the American Psychological Association found that stressed employees are 2.6 times more likely to seek new jobs and 63% more likely to take sick days. Companies that fail to support employee well-being experience higher turnover, lower productivity, and increased healthcare costs—by as much as 50% more than those at organizations with robust wellness systems.
Managerial Gaps and Challenges
A critical gap lies in managerial response. The survey found that 57% of government employees who reported feeling burned out said their managers did not take action to help. This inaction is most pronounced among Baby Boomers (86%), with similar concerns noted by in-person workers and women. These findings emphasize the importance of training and empowering managers to recognize and address burnout.
Key Drivers of Burnout
Surveys conducted by Eagle Hill Consulting consistently identify high workloads, staff shortages, and time pressures as the main causes of burnout. Employees who are balancing personal and professional responsibilities often report feeling overwhelmed, especially when they feel they cannot influence changes in their roles. Notably, Millennials and women in government positions report the highest levels of burnout, with rates in these groups increasing by 20% over the past six months.
What Employees Say Will Help
Addressing burnout requires actionable solutions tailored to the unique needs of the workforce. According to recent survey findings, government employees have strong preferences for what could mitigate their stress:
- More Vacation/Paid Time Off: Time to recharge is vital, with 70% of employees citing more paid time off as an effective measure.
- Increased Flexibility: Around 69% indicated that flexible working hours would significantly reduce burnout.
- A 4-Day Workweek: A compressed work schedule appeals to 68% of respondents, who believe it would provide more time for rest and rejuvenation.
- Decreased Workload: Sixty-five percent of workers pointed out that reducing workload could alleviate burnout.
- Additional Staff: Having more team members to distribute responsibilities would help, according to 64% of employees.
- Remote Work Options: Sixty-four percent of employees still value the ability to work from home, especially as return-to-office mandates resurface.
Melissa Jezior, president and CEO of Eagle Hill Consulting, emphasizes that “extinguishing burnout should be a top priority at agencies because it impacts productivity, performance, and employee health.” Jezior recommends that agency leaders solicit employee feedback to uncover root causes and tailor measurable actions accordingly. Solutions might include adopting technology for efficiency, reevaluating task priorities, or enhancing employee wellness and training programs.
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