Employee Burnout in Canada: The Latest Numbers and What Managers Can Do to Help in 2025
December 04, 2024 written by Rafael Spuldar
Employee burnout remains a pressing issue in Canada and the rest of the world, with recent data showing its growing impact on workplaces. The combination of economic uncertainty, layoffs, and increasing workload challenges employees’ well-being and, for managers, making sense of those trends is more crucial than ever to foster a resilient, productive workforce.
This article explores the latest statistics on employee burnout in Canada and worldwide and offers best practices for managers to support their teams and create healthier workplaces.
What is burnout?
Burnout is a state of physical, emotional, and mental exhaustion caused by prolonged stress, often from work or overwhelming responsibilities. More than just feeling tired, burnout is a chronic condition that impacts the ability to function.
The World Health Organization (WHO) classifies burnout as an “occupational phenomenon” in its International Classification of Diseases (ICD-11). It is not considered a medical condition, but is defined as a syndrome resulting from chronic workplace stress that has not been successfully managed. According to the WHO, burnout is characterized by three key indicators:
- Energy depletion or exhaustion
- Increased mental distance from one’s job, or feelings of negativism or cynicism related to it
- Reduced professional efficacy
How many employees experience burnout today?
Various studies released in recent years show that burnout is a reality for many workers. A report released in June 2024 by the Boston Consulting Group (BCG) found that an average of 48% of employees – nearly half of the overall workforce – are currently experiencing burnout. This finding is based on a survey of 11,000 workers in eight countries (Australia, Canada, France, Germany, India, Japan, the UK, and the US). An even larger proportion of Canadian respondents (52%, more than half) said they were burnt out.
Other surveys don’t show such dramatic numbers, but still reflect a sizable proportion of Canadian workers feeling burnt out. A study by Canada Life and Workplace Strategies for Mental Health shows that one out of four working Canadians (24%) experience burnout “most of the time” or “always,” up from 21% in the previous year. According to the same survey, seven out of ten respondents (69%) have experienced symptoms that can develop into burnout.
Furthermore, a 2023 study conducted by the Harris Poll and commissioned by Express Employment Professionals showed that more than one-third of Canadian employees (35%) felt burnt out at work at the time, while more than three-quarters (78%) had felt burnt out in their careers at some point. Those numbers prove that burnout is a serious global issue that should be addressed by managers, HR professionals, and business leaders across industries.
What are the reasons for this widespread employee burnout?
Those studies show the recurrence of employee burnout and point out some of the main reasons for this issue, such as limited work resources, the “Great Resignation” following the COVID-19 pandemic, layoffs, slow replacement hiring, and diminished trust in leaders and managers. Let’s look at each of those causes in more detail.
The Great Resignation
“The Great Resignation” refers to the worldwide wave of employee resignations that began in 2021, following the COVID-19 pandemic. During that period, many workers reassessed their priorities, with some opting for early retirement and others leaving their jobs in search of better work-life balance, higher pay, or more meaningful work.
This wave of resignations left many teams short-staffed, leading the remaining employees to take on extra responsibilities to fill the gaps, which in turn resulted in prolonged stress and fatigue. Also, without sufficient support or recognition, employees felt undervalued and overworked – hence, burnout.
Layoffs and slow hiring
After the Great Resignation, there followed a period of widespread layoffs and slow replacement hiring through 2023 and 2024. This situation forced existing employees to manage increased workloads, creating an environment of instability and excessive demands that served as a breeding ground for burnout.
With employees feeling anxious about job security while being stretched too thin, there’s little room for recovery or focus on long-term goals. As Glassdoor’s Lead Economist Daniel Zhao puts it, referring to the US job market: “It does feel like employees haven’t had time to catch their breath over the past few years, as we’ve just jumped from crisis to crisis.”
Limited resources
Heavier workloads caused by understaffing undeniably contribute to burnout, but many workers point to a deeper issue: a lack of resources and time to complete their tasks effectively. When employees face tight deadlines without adequate tools or support, it amplifies the burden of an already heavy workload, creating a cycle of frustration that hampers productivity.
Also, when tasks pile up and progress feels incomplete, a pervasive sense of inadequacy sets in as employees feel overwhelmed and unable to meet expectations. As individuals struggle to deliver quality results without the time or resources needed to succeed, burnout finds a perfect environment to grow.
Reduced faith in leadership
Layoffs, slow hiring, and rising burnout also erode employee trust in employers. The Harris Poll survey, for example, found that 96% of burnt-out workers believed their company could do more to help. When managers ignore concerns like heavy workloads or work-life balance, or are seen as inactive or unfair, it’s natural to see damage in trust. This lowers motivation and gives way to burnout. As Glassdoor’s Daniel Zhao adds, “If they feel like their leaders are not giving them the resources in order to succeed, then they’re going to blame that burnout on their leaders.”
Studies also show a mismatch between what workers want and what companies provide. According to the Harris Poll study, flexible work schedules (53%) are the number one action employees want companies to take to prevent burnout, followed by incentives or bonuses (50%) and encouraging time off (47%). On the other hand, the top way employers say they are trying to prevent burnout is by simply recognizing employees for a job well done (44%).
How can managers help solve employee burnout?
Employee burnout isn’t an easy issue to solve, for sure, but there are some essential steps employers and managers can take to improve the situation for their employees. Those actions include helping employees to manage their workloads, communicating more efficiently, fostering inclusion, and providing coaching. Let’s examine those solutions now.
Better manage workloads
Mitigating employee burnout requires more effective workload management. Managers should assess how much is on their employees’ plates and create opportunities for open feedback about workload challenges. Listening to concerns and being willing to adjust priorities – such as pausing projects or outsourcing tasks – can ease the strain on overburdened employees and foster a more balanced environment.
Managers must also enable employees to focus and work efficiently by improving workflows and eliminating unnecessary tasks. Providing realistic deadlines, helpful tools, and adequate resources can empower workers to complete tasks with satisfaction. Employees who feel supported and can work productively are far less likely to experience burnout.
Foster open communication
Clear communication from managers is essential to easing burnout and improving workflows. Regular check-ins and team discussions help gather honest employee feedback on priorities and challenges. Managers skilled in collaborative and coaching leadership styles can better understand workloads and implement helpful adjustments.
A clear, consistent message about organizational goals, what to avoid, and how employees can contribute fosters alignment and support. Effective communication ensures everyone understands expectations and feels empowered to participate in achieving shared objectives.
Stronger employee inclusion
Improved employee inclusion is a key solution to reducing burnout. The Boston Consulting Group report found that when employees feel included, burnout is halved. Inclusion means ensuring employees feel valued, supported, and like they belong, which requires ongoing communication to understand their experiences and address concerns.
The BCG report highlights four key drivers of inclusion:
- Access to resources
- Support from senior managers
- Psychological safety with direct managers
- Fair opportunities for success
Addressing these factors reduces burnout while complementing other solutions, like managing workloads and fostering clear, collaborative communication from leadership.
Offer employee coaching
Another efficient way to support burnt-out individuals is to offer employee coaching services. Through coaching, employees gain personalized guidance to improve their skills, set achievable goals, and enhance their performance, leading to greater confidence and job satisfaction.
Coaching also strengthens communication and collaboration. Managers who adopt coaching techniques provide constructive feedback, build trust, and support employees in overcoming obstacles. Organizations will significantly reduce the risk of burnout by creating an environment where employees feel valued, engaged, and better equipped to navigate workplace demands.
Employee burnout: main takeaways
Burnout is a troubling, persistent issue in today’s workplace and addressing it requires thoughtful solutions that balance productivity with employee well-being. Strategies like better workload management, clear leadership communication, improved inclusion, and coaching can make a significant difference. Ideally, those approaches should be tailored to each organization’s unique dynamics to drive sustainable change.
At Careerminds, we’re dedicated to fostering individual and organizational growth. As true business partners, we’re more than an outplacement service provider: we’ll be on top of the main job market trends and ready to give you support and guidance to deal with your workforce challenges. Connect with us and explore how Careerminds can support your team’s success.
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