Amidst the evolving landscape of the New Zealand workforce, concerning trends in burnout are emerging, with one in two employees now falling into the high-risk category, according to recent research.

This significant increase in burnout risk, doubling from the December 2023 rate of 25 per cent, has surpassed previous records, marking a critical shift in the well-being of workers, noted Jarrod Haar, a professor at Massey Business School.

The spike in burnout risk can be primarily attributed to heightened job insecurity, a factor that has escalated dramatically. Those perceiving their jobs as most threatened have surged from 22 per cent in December 2023 to a staggering 48.4 per cent in April 2024. 

This seismic shift in job security perceptions has placed immense strain on the workforce, resulting in alarmingly high levels of burnout, as individuals grapple with the fear of potential job loss.

The repercussions of burnout extend beyond the workplace, significantly impacting mental health, with heightened risks of anxiety, depression, and insomnia among those in the high-risk category, Haar emphasised.

For employers, the implications are profound. Burnt-out employees are markedly more inclined to consider quitting their jobs, with a staggering 16.5 times higher likelihood, and are prone to engaging in poor work behaviours, such as reduced productivity and disengagement, at rates 28.5 times higher than their counterparts. 

These outcomes pose considerable challenges and costs for employers, underscoring the urgency for proactive intervention and support mechanisms.

The research reveals variances in burnout levels across different industries and regions within New Zealand. Clerical workers report the highest burnout rates, followed by educational professionals and office managers, whereas business professionals and salespeople demonstrate the lowest rates. 

These discrepancies shed light on the diverse experiences and stressors encountered across sectors.

Regionally, the South Island records lower burnout figures, with Nelson reporting the lowest rates, while Gisborne registers the highest. These regional variations hint at localized factors influencing workforce well-being.

Moreover, differences in burnout levels are evident based on working environments, with full-time remote workers reporting the lowest levels, followed by full-time office workers. 

Interestingly, hybrid workers, while exhibiting higher productivity levels, also face the highest burnout rates, indicating the nuanced challenges associated with flexible work arrangements.

In light of these findings, addressing burnout and prioritising employee well-being are imperative for organisations navigating the evolving landscape of work. Proactive measures, including fostering a supportive work culture, implementing flexible policies, and providing mental health resources, can help mitigate burnout risks and foster a healthier, more resilient workforce.