Burnout—emotional and physical exhaustion from relentless stress—affects everyone from CEOs to fresh Gen-Z hires, undermining company productivity and driving turnover. New research highlights Millennials (born 1981–1996) as particularly vulnerable, with 66% reporting moderate to high burnout, per a study sponsored by Aflac, reported by HR Brew. Other generations aren’t immune: 60% of Gen-X, 56% of Gen-Z, and 39% of Baby Boomers also feel the strain.
Leah Phifer Buck, founder of WhyWork, points to a “perfect storm” hitting Millennials. Aged 29–44, they’re juggling young children, aging parents, and career growth. Economic pressures add to the burden—unlike Baby Boomers, Millennials face slimmer prospects for financial stability, prompting soul-searching about finding joy in work. “How can I still do what I love?” they ask, per Buck. As middle managers, they’re also stretched, mentoring younger workers while pitching innovations like AI to skeptical higher-ups.
Buck notes a common employer misstep: offering robust mental health benefits but failing to communicate them effectively. “That’s where the disconnect lies,” she says. Leaders may think they’re addressing burnout, but poor outreach limits impact.
Surprisingly, a Norwegian University of Science and Technology study of over 800 workers challenges conventional views. Less than 30% of respondents pinned burnout on work itself, per Science Alert. Instead, factors like job insecurity or lack of colleague support are tied more to general stress than burnout symptoms. This suggests workplace mental health programs, while valuable, may not tackle all root causes.
Gen-Z offers a potential model. Buck highlights their push for open mental health discussions and rejection of toxic workplace norms, like fear-based leadership. To ease Millennial burnout, employers could take cues from these younger workers, fostering transparent communication and rethinking outdated practices. While not all burnout triggers are workplace-related, proactive steps—like clear benefits communication and supportive policies—can make a difference.