Sixty-five percent of government employees say they are burned out — a significantly higher number than their private sector counterparts (44 percent), according to new research from Eagle Hill Consulting. Government workers also indicate they are more likely to leave their organization in the next 12 months (49 percent), indicating a higher burnout rate as compared to private sector workers (30 percent).
The results signal that the ongoing “Great Resignation” is having a sharp impact on workers who remain in their jobs, especially in the public sector. Seventy-five percent of government workers say that staffing shortages are contributing to employee burnout as compared to 60 percent of private sector employees.
These findings are from an Eagle Hill Consulting workforce survey conducted by Ipsos April 5-7, 2022. The 2022 Eagle Hill Consulting Workforce Burnout Survey included 1,003 respondents from a random sample of employees across the U.S. on burnout and retention. The survey includes an augment to collect additional interviews from those working in government (local, state or federal government). This augment includes 500 interviews in addition to 239 respondents from the standard survey who work for the government.
It’s not surprising that our government workers are experiencing higher levels of burnout. The pressure on the government workforce has been overwhelming for the past two years. And just as the pandemic pressures have begun to subside, the Great Resignation now is a driving factor in employee burnout.
While this employee sentiment among government workers is alarming, there are practical steps leaders can take to address both burnout and attrition. Many governments workers are mission-driven and committed to public service. Addressing their specific drivers of burnout can help keep them on the job, as will ensuring that they feel appreciated and valued for their public service.
The first step is to engage in a dialogue with employees to understand their pain points and collaborate on solutions. For some government workers, their workload is the problem. For others, it could be concerns about flexible hours or remote work. Still others may be seeking better communication and clarity about their performance expectations.Melissa Jezior, president and chief executive officer of Eagle Hill Consulting