The modern workplace is undergoing a profound transformation, with generational differences increasingly shaping how employees perceive their careers.

New research highlights a growing divide: younger professionals are significantly more inclined to leave their current jobs, citing burnout, inadequate compensation, and toxic work cultures as key drivers.

A nationwide survey of 2,000 employed Americans conducted by Talker Research, and commissioned by HR solutions provider isolved, found that a striking 73% of Gen Z workers and 70% of millennials are actively seeking to change jobs or pursue new career paths.

This contrasts sharply with older cohorts—just 51% of Gen X and 33% of baby boomers expressed similar intentions.

The findings reveal that workplace burnout is affecting more than half of the U.S. workforce, with younger generations experiencing the most severe impact.

Nearly seven in ten Gen Z employees (68%) report feeling burned out, followed by 61% of millennials. In comparison, 47% of Gen X and only 30% of baby boomers experience similar levels of exhaustion.

Monotony in daily tasks emerged as the leading cause of burnout, with 33% of respondents feeling stuck in repetitive, uninspiring routines.

Additionally, 23% expressed frustration over increasing job demands without corresponding compensation, and another 23% felt their contributions were undervalued or overlooked.

“The degree of burnout among today’s workforce is highly alarming,” said Amy Mosher, Chief People Officer at isolved.

“Although pay equity may take time to achieve, organizations can implement immediate improvements, such as introducing more flexible work options and establishing clearer expectations around work-life boundaries.

These practical steps can significantly enhance employee morale and organizational performance.”

Toxic workplace environments remain a widespread concern.

Nearly one-third of respondents described their workplace culture as toxic, citing key red flags: 52% of employees reported working while ill, and 31% routinely skipped lunch breaks.

The leading threats to a healthy work culture included high levels of stress among colleagues (47%), rigid or overly structured work environments (40%), persistent negativity (32%), and pervasive burnout (31%).

The effects of these conditions are far-reaching. Over one-third (36%) of burned-out employees admit to doing only the bare minimum required, a clear sign of disengagement and dwindling productivity.

Key sources of stress include excessive workloads (46%), pressure to meet aggressive performance targets (34%), and expectations to remain connected beyond regular working hours (32%).

Meanwhile, workforce reductions have added to employee anxiety—67% reported layoffs at their company in the past year, and 58% feared for their own job security.

When asked what changes would most improve their situation, the majority (58%) pointed to better pay. To address burnout specifically, 48% desired flexible work arrangements, and 43% wanted formal policies limiting after-hours communication.

The survey also highlighted a critical gap in professional development.

Nearly half (46%) of workers rated their employer’s career advancement support as merely satisfactory, while 8% deemed it outright poor.

This lack of meaningful growth opportunities is reflected in employee loyalty—only 51% of workers felt strongly committed to their current employer.

Financial strain adds yet another layer of stress: a staggering 74% of respondents reported living paycheck to paycheck.

“With so many employees operating under chronic pressure, it’s imperative that businesses invest in solutions that empower their workforce, not replace them,” Mosher added.

“Understanding the unique stressors impacting different roles and teams requires active, two-way communication. Listening is the first step to creating environments where both individuals and organizations can thrive.”

As more than 70% of young professionals actively explore new opportunities, employers who fail to address issues around compensation, flexibility, and culture risk losing their most valuable asset: talent.

While structural pay changes may require time, companies must begin acting now—addressing warning signs before they escalate into widespread attrition.