Workers are experiencing such intense burnout that 20% think about quitting their jobs every day

Workers are burned out. Stretched thin with increased expectations, and often saddled with more work due to layoffs, employees are being forced to do more with less and sacrifice their work-life balance in the process. But bosses beware: the business gains might not be worth it if your labor force is ready to get up and leave. 

About 20% of U.S. workers have daily thoughts about quitting their jobs, according to a new report from MyPerfectResume, a career services platform. Around 19% think about their exit weekly, and 22% think about leaving their roles a few times a month. And many are channeling those feelings into action—about 90% of workers have “rage applied” to open positions at least once in the last six months. 

Keith Spencer, a career expert for MyPerfectResume, tells Fortune that’s a clear consequence of burnout. “They potentially view either their role or company as the issue,” he says. “Changing companies, changing careers entirely, seems to be viewed as the solution to that burnout.”

Exhaustion runs deep among U.S. workers—about 88% feel burned out at work, according to the report. That takes a toll on employee physical and mental well-being, as about 32% of those surveyed say they have anxiety and stress, 30% report frequent headaches, and 23% deal with disturbed sleep. 

Burnout undoubtedly harms workers’ wellness, but it can also lead to negative consequences for company culture. About 87% of workers surveyed said they’ve had an outburst at work in the last six months, with over half of that group having acted out multiple times, according to the report. That includes yelling at colleagues, leaving work early, threatening to quit, cursing in anger, storming out of a meeting, or shouting at their bosses. When burnout and pressure builds up, outbursts ensue, and most employees are left regretting their workplace blowups. 

“Outbursts do not foster a happy and healthy work environment,” says Spencer. “Employees who are feeling that burnout and having these outbursts create a tense environment, which would likely lead to a decrease in collaboration. If you’re constantly feeling frustrated and angry with your manager, team, or just your job in general, you’re going to be less likely to want to work cohesively.”

Spencer says the best path forward for employees struggling with burnout is to consult mental health professionals. When it comes to employers, he says they should listen to their workforce and strategize ways to reduce stress. 

Around 27% of workers experiencing burnout said earning more money would help mitigate their exhaustion, according to the report. Around 22% said the same about having more clarity on their job role, 21% said better schedule flexibility would help, and 20% said the key was fewer responsibilities. 

“Companies should pursue pulse surveys to see how people are feeling, and what would make their work life better,” he says. “If people are feeling underappreciated, they’re going to be more susceptible to the impact of burnout. So a great way to show that you appreciate your workforce is to adjust salaries. But simple things like providing more role clarity is something nearly every employer can do.”

Emma Burleigh
emma.burleigh@fortune.com

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Watercooler

Everything you need to know from Fortune.

Grinding. Workers are increasingly starting work earlier than the typical 9am start time, and going past 5pm, as office days are now longer than pre-pandemic times. —Orianna Rosa Royle

Adult homework. More companies are prioritizing AI upskilling among workers, offering trainings and coursework to keep employees up to date on emerging technologies. —John Kell

Slowdown. Hiring dropped in April as only 175,000 jobs were added to the labor market, and high interest rates might be a part of the problem. —Paul Wiseman, AP

Hiring culture. Job seekers are having a tough time finding work—many complain of being “ghosted” by recruiters, receiving unsatisfactory offers, and being asked discriminatory questions. —Jane Thier

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