Senior Leaders Are Stressed And Quitting—5 Things To Look For In Leadership

New studies demonstrate nearly three quarters of senior leaders are burned out and likely to quit their jobs. And no matter what role you’re in—or what level you are—this has implications for your work experience. Here’s why senior leadership is a factor you should pay attention to, and what you should watch for.

According to a new study by Asana, nearly 70% of senior leaders say burnout affects their ability to make decisions, and according to research by Deloitte and Workplace Intelligence across four countries, 41% of senior leaders are stressed, 36% are exhausted, and fully 69% of executives are thinking about quitting because of their wellbeing.

Why It Matters

Senior leaders tend to be a mirror for the rest of the organization, and while organizational cultures typically outlast specific leaders, the paradox is, leaders also have immediate influence—creating subcultures on their teams. People tend to act in alignment with the senior leaders in an organization (sometimes even without realizing it), so executives have outsize impact on the values of the organization and the ways things get done. All of this translates into work experiences broadly.

What To Look For

When senior leaders are unhappy, stressed out or looking for other jobs, it matters to everyone. When you’re assessing your current company or considering a new one, this is what to look for in leadership.

#1 – Look for Leaders Who Have Vision

One of the fundamental jobs of a leader is to set the vision and direction of the organization—and to engage and motivate people on the path forward. In order to have a great job and a secure future, you need to work for a company which has a strong sense of vision and which is headed in a direction you care about. Look for leaders who know where the organization is going and motivate you to get on board.

#2 – Look for Leaders Who Are Engaged and Empathetic

According to the Asana study, when people are burned out, 36% have lower morale, 30% are less engaged and 27% make more mistakes. Look for leaders who are engaged, because they will have a more positive influence on the team and people around them. Also look for leaders with high standards who seek excellence in themselves and enable it in their teams. And look for leaders who are empathetic. When leaders themselves have greater wellbeing, they can be more transparent, compassionate and willing to listen because they have greater energy and more to give to others.

#3 – Look for Leaders Who Communicate Well

With so much information coming at you all the time, it’s natural to look to your company in order to make sense of what it all means for your industry, your role and your personal job security. According to the Asana study, when people are burned out, 25% are more likely to miscommunicate. So look for leaders who have a good sense of their own wellbeing and who can therefore avoid miscommunication or misperceptions in how they interpret and share critical information for you or the company’s future.

#4 – Look for Leaders Who Work Well Together

In order for you to have a good experience, the organization’s culture must be constructive, innovative and solve problems effectively—and this is tough if leaders don’t work in harmony with each other. Look for leaders who work well together, get along and have healthy debates. You’ll see evidence of this when they’re on stage together (either in person or virtually) in town halls. And you’ll see it when you work with other departments and hear people acting on the priorities of their leaders. When leaders value each other and can work through shared goals effectively, it makes a better experience for everyone.

#5 – Look for Positive Policies and Practices

Leaders have a significant influence on the wellbeing of the people around them, and plenty of things can get in the way of a great work experience. According to the Asana study, people tend to suffer from burnout because they have too much work to do (22%) or unclear processes (13%). And the Deloitte/Workplace Intelligence research shows heavy workload (30%) and long work hours (27%) get in the way of wellbeing. Perhaps most telling: 68% of leaders aren’t doing enough to support wellbeing effectively.

Consider the ways your leaders and organization are supporting positive work experiences—by providing meaningful work and clear processes, by building strong teams, by developing leaders who can manage effectively in the new conditions for work and by implementing policies, programs and benefits which support wellbeing.

In Sum

In terms of work, the waters are choppy. Inflation, the economy and global issues are creating greater threats to organizations and employees. Leaders are captaining the ships and their own sense of wellbeing and commitment to the organization are critical to their experience—but also to the experiences of those around them.