Among U.S. workers, 55% say they’re experiencing burnout right now, which could pose a problem as workloads intensify and customer expectations climb during the holiday season, according to a Nov. 24 report from Eagle Hill Consulting.
However, nearly half of managers don’t take any action when employees ask for help, the report found, further exacerbating issues with performance, customer service and retention.
“This research is a wake-up call for employers,” Melissa Jezior, president and CEO of Eagle Hill Consulting, said in a statement. “For many employers, November and December are the most demanding months of the year. If employees are already burned out before the busy season begins, leaders should expect even deeper performance challenges unless they intervene.”
In a survey of more than 1,400 U.S. workers, those who reported burnout were nearly three times more likely to say they plan to leave their employer in the coming year. Burnout was higher among younger workers, as well as remote and hybrid employees.
Workers also said burnout diminishes their efficiency (72%), hurts their overall job performance (71%), weakens their ability to serve customers (65%), reduces their ability to innovate (64%) and affects their attendance (56%).
Employees attributed burnout both to the work itself, such as heavy workloads and certain tasks, and the people-related aspects of work, such as collaboration and team dynamics.
At the same time, workers said they struggle without support. Only 42% of those experiencing burnout said they’ve told their manager, and among those, 42% said their manager hasn’t taken any action to help reduce their burnout.
Burnout and retention remain top concerns for employers during the final quarter of 2025, according to a Gallagher report. To combat high turnover, companies can turn to mental health training for managers and inclusion and diversity initiatives to develop a stronger organizational culture, the firm said.
Employees who find meaning in their work also appear to be less likely to burn out and more likely to remain in their role, according to a recent study published in the journal Public Administration Review. Managers and supervisors can help by reaffirming the importance and value of an employee’s work, especially during times of stress, researchers said.
