In March 2020, I was the director of fundraising for a large nonprofit. Like many in the nonprofit world, I had a small but mighty team—and we were stretched thin on a good day.
That month, the world shut down. I was also the mother of a preschooler, and very pregnant with my second child. In many ways, I was already on the brink of burnout, even before the term became part of our everyday conversations. What followed was a whirlwind of stress and survival: I returned from maternity leave just 10 weeks later—early—because the organization needed help navigating the uncertainty of a global pandemic.
With unstable and unreliable childcare due to COVID, a newborn and toddler at home, and a husband in healthcare, my life became a revolving door of responsibility. I’d wake up early to squeeze in work, leave early to pick up the kids, try to keep up with a job that no longer had boundaries, and end most days feeling completely depleted.
Unfortunately, my experience wasn’t unique. In fact, it was—and still is—the reality for far too many working professionals.
The Stats Don’t Lie
Recent data from McKinsey and Gallup show that burnout has only increased in the years since the pandemic. Mental health challenges, unclear work-life boundaries, constant connectivity, and the rising cost of living all contribute to a workforce that is tired—physically, emotionally, and mentally.
While burnout looks different for everyone, its impact is consistent: lower productivity, disengagement, higher turnover, and long-term health effects. And Gen Z and Millennials are especially vocal about it. They’re not afraid to leave a job that burns them out, nor are they interested in waiting years to be heard.
But they’re not alone.
Gen X and younger Baby Boomers—many of whom hold leadership positions—are quietly battling their own version of burnout. Often called the “sandwich generation,” they’re navigating careers and caregiving, sometimes for both aging parents and growing children. These individuals tend to push through burnout rather than speak up about it, internalizing stress and shouldering burdens with little acknowledgement. While younger workers may express their needs more openly, Gen X and Boomers may need extra encouragement to prioritize their well-being and know that it’s okay to ask for help.
What Employers Can Do—The GPS Perspective
At Generational Performance Solutions, we help organizations bridge generational gaps in the workplace. Burnout, we’ve found, is often the result of a system that fails to evolve with the needs of its people—especially in a multigenerational workforce.
Here are a few actionable ways employers can address burnout and create a workplace where all generations thrive:
1. Revisit Expectations Around “Availability”
Our (dare I say post-pandemic) workforce craves flexibility—not just in where they work, but how and when they work. The 9-to-5 model isn’t realistic for many, especially those juggling caregiving, side hustles, or just trying to preserve their mental health. Focus on outcomes, not hours.
2. Create Psychological Safety
People are more likely to speak up about burnout if they trust that their honesty won’t cost them their job—or future opportunities. Leaders who model vulnerability (i.e., “I’m taking a day off to reset”) help normalize the importance of rest and give their team permission to do the same.
3. Build Generationally Intelligent Managers
One-size-fits-all leadership doesn’t cut it anymore, and every generation experiences and talks about burnout differently. Train managers to understand these differences and to lead with empathy.
4. Audit Your Workload and Processes
Burnout is often a symptom of broken systems. Are your team members working overtime because of inefficient workflows or unclear priorities? Ask your employees what’s working—and what’s not. Then actually make changes.
5. Prioritize Purpose
Our data tells us that younger generations are motivated by mission. If your team is burning out, revisit the “why” behind the work, and make sure that “why” is clicking for your team.
But purpose isn’t just a Gen Z or Millennial motivator—older generations value it deeply, too. For many Gen Xers and Baby Boomers, purpose often shows up as loyalty, pride in their work, and a commitment to leaving a legacy. They may not ask for meaning out loud, but they feel it when their contributions are acknowledged and when their expertise is trusted.
Are you consistently connecting daily tasks back to a meaningful purpose? It matters more than you think. Creating space for all generations to connect to the mission—on their own terms—is essential to long-term engagement.
We don’t have to accept burnout as the norm. Employers have the opportunity—and the responsibility—to design workplaces that support the full humanity of their people.
Let’s stop glorifying the grind. Let’s build better.
Written by: Jade Fountain, Director of Operations
Want help creating a multigenerational culture that prevents burnout? Let’s talk!
Did you like this week’s post? Then you might like these posts below.
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Transforming Talent Retention: The Benefits and Wellness Report
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GQ: Generational Intelligence
What’s Next?
Ready to transform your multigenerational workplace culture? Contact Generational Performance Solutions today! We can help you develop a thoughtful hiring strategy that fosters positive relationships, strengthens your employer brand, and attracts top talent. Let’s ensure your benefits pave the way for a dynamic cross-generational workforce! To learn more about how our services can help you uncover the power of social media in recruiting and retaining professional talent, schedule Your Free Planning Session Today.
