![The Female Boss: How We See Women in Power [2021 Study]](https://cdn-images.resumelab.com/pages/female_boss_rluk_8.jpg?fit=crop&h=175&dpr=3)
The Female Boss: How We See Women in Power [2021 Study]
Equal opportunity? Not by a long shot. Women in leadership remain burdened by the weight of expectations and stereotypes. Here’s what people really think about having a #girlboss.
We took the pulse of over 1,000 US employees to unearth the state of employee burnout, its causes, and what businesses can do to curb it.
The burnout epidemic is upon us.
For one, countless studies pour in about how American employees are at their emotional edge thanks to the “always-on” work culture and COVID-19.
Two, the WHO has officially recognized burnout—a state of physical or emotional exhaustion following chronic stress—as an occupational health issue.
The result?
US companies lose around $300 billion annually in diminished productivity, absenteeism, and turnover, among other impacts.
So—
At ResumeLab, we’ve decided to poll 1,000 employees, and explore first-hand how pressing the issue of workplace burnout is at the end of 2021, its root causes, and what companies can do to tackle it.
We’ve all heard the old saying:
“Find a job you love, and you will never have to work a day in your life.”
But—
Does passion really let you cut through stress and burnout?
That’s what we wanted to find out first. To do it, we asked Americans if they are passionate about their current job. A full 87% said “Yes.” Yet, 67% of those are experiencing burnout regardless.
Interestingly, younger people (Millennials and Gen Zers) are also much more likely to report they are now going through burnout at work than Baby Boomers (76% vs. 47%). That makes sense. Seasoned employees tend to be more resilient under heavy workloads and stress, new research finds.
So, that somewhat dispels the popular myth that passionate workers are immune to the modern affliction of burnout. After all, if you’re stressed and swamped day in and day out, passion can only take you so far.
Speaking of stress, we also had our survey takers complete a standardized workplace stress test (designed by The Marlin Company and the American Institute of Stress) to get an even more accurate reading of how they feel. It turned out most Americans experience moderate levels of stress at work today. It means some things about their jobs are likely to be quite stressful but manageable at the same time.
Next, we asked employees if they ever experienced burnout in their careers—a whopping 88% answered positively. What’s more, many (40%) encountered signs of burnout twice in their professional lives.
The result?
So—
Without a doubt, workplace burnout is gaining ground. That’s why employers must understand its root causes before taking steps to alleviate it.
So without beating around the bush, here are the six biggest drivers of burnout in surveyed employees’ organizations:
Somewhat predictably, “too much work” was the most popular choice among employees by a wide margin. And if you think about it, it’s not all that surprising since American work habits are anything but healthy.
For one, the average full-time employee in the US works 47 hours a week—that’s significantly higher than the rates in Western Europe—according to Gallup. Two, we rarely take days off, using only 54% of the allotted time each year. And when we do take a break, 82% of us work on vacation, based on a recent study by MyPerfectResume.
So, employers, take note!
Help your workers strike a good work-life balance, whether it’s by recalibrating their output capacity, encouraging them to go off the grid after hours, or by incentivizing them to use up their PTO.
At this point, we wanted to examine the symptoms of burnout surveyed employees experienced. We’ve decided to split them into three sections for easier grasp.
As you can see, burnout takes a considerable toll on staffers. It not only affects their quality of work, but it also has a detrimental impact on employees’ physical and mental wellbeing.
At this point, we wanted to ask Americans if they sought support from their employers when going through burnout. It turns out most of them (63%) did, and a full 88% of employees received adequate help.
Interestingly, we’ve noticed that employees with a lot of work experience under the belt (20+ years) are significantly less likely to ask for help when faced with burnout than their younger counterparts (31% vs. 80%).
Now—
Why do Americans prefer to keep the burnout issue to themselves? Here’s what our respondents said:
As clear from the data, a fear of losing a job was the key deterrent. Perhaps, it’s a good time for employers to communicate (and over-communicate, particularly to older workers) that there’s nothing job-axing or shameful about feeling burned out. Instead, it’s critical to come forward if burnout symptoms have appeared on the horizon.
Last, but certainly not least, we wanted to get American employees’ opinions on what organizations can do to combat burnout.
Below are the results:
Interestingly, “access to mental health and wellness programs” was the least picked option. While this perk was already common before COVID-19 (81% of large employers offered them), its popularity has skyrocketed starting from the infamous spring of 2020.
That said, most employees don’t find them helpful in dealing with burnout. On top of it, a new Health Affairs study suggests such programs neither make workers healthier nor save companies money.
So—
Employers should focus on offering the commodities employees want the most such as reasonable workload, flexible work schedules, and remote work to tackle burnout effectively.
Undoubtedly, burnout is at historic levels.
That’s why businesses should spare no effort in combating this dangerous condition. It’ll not only help them enjoy a much healthier and productive workforce, but they’ll also grow more immune to the Great Resignation phenomenon that’s now wreaking havoc globally.
Now—
Before we wrap up, here’s a quick rundown of the study’s key findings:
We surveyed 1,026 unique respondents via a bespoke online polling tool. All respondents included in this study passed an attention-check question. The study was created through several steps of research, crowdsourcing, and surveying.
The data we are presenting rely on self-reports from respondents. Each person who took our survey read and responded to each question without any research administration or interference. There are many potential issues with self-reported data like selective memory, telescoping, attribution, or exaggeration.
Some questions and responses have been rephrased or condensed for clarity and ease of understanding for readers. In some cases, the percentages presented may not add up to 100 percent; depending on the case, this is either due to rounding or due to responses of “neither/uncertain/unknown” not being presented.
Don't miss the chance to share these findings–you might regret it! If you think your audience will be interested in this information, you can share it for noncommercial reuse. All we ask in return is that you link back to this page so that your readers can view the full study.
Burnout is no joke. That's why our goal at ResumeLab is to help you find a job where you can be happy. We provide useful tips on how to write a perfect resume, what resume format to use, and the selection of the best professional resume templates and cover letter templates. That are only just a few things we provide—browse our website and learn more.
Equal opportunity? Not by a long shot. Women in leadership remain burdened by the weight of expectations and stereotypes. Here’s what people really think about having a #girlboss.
They say blood is thicker than water, but plenty of people abuse the kindness of their kith and kin. Can a simple “thank you” from a loved one replace actual payment for work?
Many people, even those with apparently perfect jobs, eventually become unsatisfied with their employment. What are the chances that we may be affected by the professional crisis?