Gen Z Burnout Is Impacting 83% — Here's How Managers Can Reduce Stress
Is Gen Z burnout real?
According to the United States Department of Labor, 83% of this generation of employees experience the highest level of work-related stress, and 54% report that occupational burnout is significantly impacting their personal lives.
Now, Gen Z is not the only generation going through corporate stress. However, they are burning out at considerably higher rates than any previous generation. Why? Why is one generation burning out at such a massive rate? Several factors contribute to this issue facing Gen Z.
Why Gen Z Burnout Is Different (And Worse)
One of the most significant factors is that 74% of managers view this generation as problematic and challenging. So, when a Gen Z worker who is exceptional and talented comes through the doors for an interview, it's no wonder that they feel compelled to combat the stereotype of their generation.
Over 70% of managers already view Gen Z as a problem. So, imagine being from this generation and trying to prove yourself in the workplace? It can't be easy. When you step into the office, you already have all the cards stacked against you.
If a Gen Z worker wants to stand above the assumptions that encircles them, they need to work above and beyond the job requirements. This means that instead of finding balance, they overwork to prove their worth to the company.
After all, when 42% of hiring managers consider age during resume reviews and 4 in 10 claim to have an outright bias against Gen Z candidates, it's no surprise that employees from this generation feel like they have to work twice as hard to secure their job and to prove themselves as valuable to managers.
Having to work above and beyond and feeling like you can never say no or establish boundaries at work is the surest way to set yourself up for burnout.
According to a 2025 report from meQ., a people analytics software company, many are feeling deep uncertainty, pessimism, and disconnection. When they surveyed US-based employees, they found that nearly half (42%) of workers report a high degree of stress due to job uncertainty. Among those who experienced a high degree of uncertainty-related stress, 68% showed signs of higher productivity impairment due to burnout.
Jack Kelly, a senior contributor to Forbes, discusses the impact of uncertainty on the stress levels of Gen Z. In his article, he suggests, 'The promise of the American Dream, once touted as the reward for academic success and higher education, has turned sour for many Gen Z. Parents encouraged their children to excel in school and pursue college degrees, assuring them of a bright future. However, this path has led many young adults into a financial quagmire.'
The job market is constantly shifting for Gen Z, and many of them are tired of trying to navigate the rising tides of change.
A recent article in Fortune highlighted this phenomenon, finding that many employees are highly stressed about world affairs, with almost 70% stating that it's impacting their productivity in the workplace.
Let's stop for a moment and let this sink in.
If you're a manager right now, there's a massive chance that more than half of your employees are unable to give 100% because they're doom-scrolling world events and ending up stuck in fear.
So, what can you do differently? How can managers reduce Gen Z burnout? Here are three ways you can help reduce their stress by 40% this week.
Three Immediate Actions That Work
1) Micro-Feedback Systems.
I know what you're thinking. What exactly are micro-feedback systems? Well, they're small-dosed systems that give you the ability to understand where your employee is coming from and how you can support them in real-time.
These can take the form of short surveys, emoji reactions to questions, or even thumbs-up/down buttons.
Micro-feedback gives you and your team the chance to converse and get to the heart of the problem, without overwhelming them with a long form to fill out.
2) Vulnerability-Based Leadership
I like to refer to this practice as a go-first methodology. Vulnerability-based leadership gives your team the confidence to open up because they have the chance to watch you do it first.
Employees, especially those in Generation Z, are often reluctant to open up about their stress levels immediately. But when you lead by example, it empowers them to share about what they're going through because they feel supported.
3) Transparent Salary Progression Paths
Gen Z is pragmatic. They want to work for companies where they can excel and see a future.
When you allow this generation of workers to see how they can do that with a salary blueprint, they feel like they can trust the process and work toward a tangible goal. Being transparent about salary progression is key to retaining Gen Z for the long haul.
So, What Now?
How do you combat Gen Z burnout?
Well, traditional management methodology has been the standard approach for years. Even during the Stone Age, Fred Flintstone still had to answer to a higher authority before he could leave his 9-5 and enjoy the weekend. But what if we shook it up a little?
What if you could reduce the stress level of your Gen Z employees by 40%? If you try out these three strategies, you might find yourself with a happier, more constructive, and dare I say, less stressed Gen Z workers.
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Control Another way to fix hybrid work is to offer as much choice as possible within the requirements of jobs and responsibilities. Wellbeing is suffering today with record levels of depression, anxiety and mental health issues. But when hybrid work offers a greater sense of control, flexibility and the opportunity to manage boundaries, it can contribute to wellbeing. In particular, when people have flexibility in their schedules it can help them balance all the demands they face in work and life. Research by Atlassian has shown that giving people flexibility is linked with reduced burnout as well as greater innovation and connections with corporate culture. Be sure your hybrid work policies allow for appropriate choice, control and flexibility for people. Here to Stay Hybrid work is certainly here to stay, and there are plenty of good reasons that it will continue based on its benefits for individuals, teams and organizations. But it can be improved. Be intentional about building culture and ensuring consistency. Foster connections even when people work at a distance. Offer plenty of comforts and conveniences. And give people the appropriate control over their work. These factors can help ensure success and hybrid work that works.
