The majority of Australian workers (80%) say they feel burnt out at work, but they are not always upfront with their manager about it, according to research from Robert Half.

Robert Half also found that 80% of workers report experiencing burnout—defined by the research as emotional, physical, and mental exhaustion from prolonged workplace stress—with 57% feeling “a little burnt out,” 17% “very burnt out,” and 6% “completely burnt out.”

The younger the employee, the more likely they are to be burnt out, with 86% of Gen Z feeling burnout compared with 81% of millennials and Gen X and 72% of baby boomers.

“Burnout is reaching alarming levels in the Australian workforce,” Nicole Gorton, Director at Robert Half, said in a press release. “The past year has seen a surge in stress, exhaustion and disengagement among employees. The consequences of companies working with lean teams, the pandemic, economic uncertainty and lack of job security have all contributed to this burnout epidemic.”

When asked about what is contributing the most to their feelings of burnout, workers identified their work conditions are playing a larger role than the workplace’s culture or challenges that come with the return to the office:

• Heavy workloads 56%
• An insufficient number of staff 36%
• The commute to the office 27%
• A toxic organisational culture 26%
• A lack of communication and support from my manager 21%

“Many employees are feeling overwhelmed by the constant pressure to perform, the blurring of work-life boundaries and the uncertainty of job security,” Gorton says. “Burnout is not a sign of weakness. It’s a signal that something needs to change in the workplace. By establishing open communication lines and working together, employers and employees can create a healthier and more sustainable work environment for everyone.”

Meanwhile, 77% of affected workers say they have approached their manager to reveal they feel burnt out and have received support to alleviate their symptoms. The most common steps managers have taken are:

• Providing encouragement for staff to take time off 22%
• Helping to prioritise projects 20%
• Delegating some responsibilities to other team members 18%
• Hiring extra staff to mitigate the workload 16%

For 10% of workers, however, their manager has not taken any steps to address burnout despite being made aware. Meanwhile, 23% of workers have not made their manager aware of their feelings.

“Burnout is a serious issue that can have serious consequences for both individuals and organisations,” Gorton said. “It’s crucial for employees to recognise the signs and communicate their struggles to their managers. Ignoring burnout won’t make it go away and that can lead to decreased productivity, increased absenteeism and even long-term health problems. By speaking up, employees can advocate for themselves and work with their managers to find solutions that address their specific needs and challenges.”