Burnout in Upper Management: Where’s The Exist, Ask C-Suite Executives

The pandemic appears to have taken a toll on everyone – from the average worker to the overpaid CEO. A Deloitte poll indicated that burnout is high in upper management as over 70% of C-suite respondents admitted that they will quit their current job for one that focuses on well-being.

According to a monthly tracker conducted by executive outplacement firm Challenger, Gray & Christmas, in December 2021, 106 CEOs left their posts. In total, the number of departing CEOs in the final quarter of 2021 was up 16 percent on a year-over-year basis. Furthermore, another study conducted by Deloitte and market research firm Workplace Intelligence found that C-suite executives feel as burnt out as the employees who report to them.

The Great Resignation showed the world that people are no longer willing to put up with unhealthy workplaces, and as per Deloitte’s report even the boss wants to quit. The Deloitte study surveyed approximately 2,100 employees and C-level executives across the US, the UK, Canada, and Australia. 

As per the Deloitte survey, C-suite executives are at the brink of burnout as they feel the effects of the past two years.

Causes of Job Burnout

The Deloitte survey showed that while causes of job burnout may vary, around 69% of C-suite employees want to quit in comparison to 57% of employees. Commenting on the survey, Jen Fisher, Deloitte’s chief well-being officer, stated, “the number one thing these findings prove is that the C-suite is human too. None of us were spared from what has been going on for the past two and a half years.” 

1. Overwork

One of the leading causes of job burnout is the inability to disconnect from work. Despite being offered flexibility, 73% of C-suite employees and 63% of average workers admitted that they were unable to unplug and take a clean break. Proving that the boss burnout is real, only two-thirds of C-suite employees admitted to taking all of their vacation time, taking regular breaks during the work day, and having enough time for family and friends.

2. Lack of Employee Wellness

Fifty-six percent of C-suite executives said they had already quit a role in the past because it was having a negative impact on their well-being, compared to 48% of employees. Furthermore, the CEO burnout has also been brought on by the pandemic. Nearly 76% of C-suite employees reported that the Covid-19 pandemic did not help matters, having a negative impact on their well-being. Meanwhile, while most of the bosses (91%) felt that the workers believed the company cared about their well-being, only 56% of workers thought that their executives cared. In a major shift, 81% of C-level workers and 68% of employees admitted that they will prioritize their well-being over advancing their career.

 3. Skewed Work-Life Balance

Experts have repeatedly pointed out the need for a good work-life balance. Female executives have been particularly burdened by the demands at home as they tried to juggle household duties, childcare, and work pressures. A culture of transparency is required from both ends to combat this often unseen problem. C-suite employees, almost 84%, mentioned that they are taking steps to be more transparent, like holding forums or discussions with employees, managers, and other executives. Most employees want organizations to be transparent about their well-being, including 77% of executives who believe organizations must report well-being metrics.

 Dan Schawbel, the founder of Workplace Intelligence, told Axios that they found that a majority of C-suite workers want to remedy the situation for their and their organization’s benefit, but just haven’t gotten around to doing it. The burnout in upper management also points to the fact that amidst a tight labor market, executive burnout has led C-suite employees to look for places that focus on better work-life balance and have a wholesome culture.

As upper management looks at the causes of burnout, even amongst themselves, it could translate to better work conditions and benefits that prioritize the well-being of employees in the long run.

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