Burnout Crisis Forces Employers to Confront 'Revenge Quitting' Exodus

Half of U.S. Workers Are 'Revenge Quitting' Amid Burnout Crisis, Survey Finds

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A growing proportion of U.S. workers are abandoning their jobs without notice-a phenomenon dubbed "revenge quitting"-as burnout reaches critical levels, according to a new survey. The study by Eagle Hill Consulting, conducted in November 2025, reveals that 55% of employees report burnout, with the majority being long-tenured staff. The findings highlight a deepening crisis for employers as the holiday season intensifies workloads and strains already overburdened teams.

The survey, based on responses from 1,400 U.S. employees, underscores the far-reaching consequences of burnout. Nearly 72% of workers say it reduces their efficiency, while 71% report diminished overall job performance. Burnout also weakens customer service capabilities (65%), innovation (64%), and attendance (56%). The data paints a stark picture: burnt-out employees are nearly three times more likely to plan to leave their jobs in the next year, signaling a potential exodus that could destabilize organizations.

Melissa Jezior, president and CEO of Eagle Hill Consulting, called the results a "wake-up call" for employers. She emphasized that burnout is not merely an employee retention issue but a broader threat to organizational performance and customer satisfaction. "Leaders must address the root causes of burnout specific to their companies," Jezior said, urging employers to implement practical strategies to support overworked staff. The timing is particularly urgent as November and December typically bring heightened demands, exacerbating existing stressors.

Burnout disproportionately affects younger workers, with 66% of Gen Z employees and 58% of millennials reporting exhaustion, compared to 37% of baby boomers. Remote and hybrid workers also face elevated risks, with 61% and 57% of those groups, respectively, experiencing burnout. The survey attributes burnout to both workload (50%) and interpersonal dynamics (50%), such as collaboration and team relationships.

Compounding the problem, many employees lack support. Only 42% of burnt-out workers have discussed their struggles with managers, and nearly half of those who do receive no meaningful action. This disconnect leaves organizations ill-equipped to mitigate attrition or retain talent, particularly as competition for skilled labor intensifies.

The findings align with broader trends in workplace dissatisfaction. Recent reports have highlighted rising anxiety over job security, with 40% of workers citing "winter hibernation" fears, and 1 in 3 employees admitting to crying at work due to pressure. The Eagle Hill study adds urgency to these concerns, suggesting that employers must act swiftly to prevent further erosion of productivity and morale.

As companies navigate the end-of-year rush, the survey serves as a reminder that ignoring burnout could have lasting repercussions. Without intervention, the cycle of "revenge quitting" may accelerate, forcing organizations to confront a talent crisis that extends far beyond the holiday season.