In recent years, a concerning trend has emerged in the world of corporate leadership: burnout among CEOs and executives. While stress and long hours have always been part of the role, the modern business environment—compounded by economic uncertainty, talent shortages, and the complexities of remote work—has created a perfect storm for executive burnout. As a result, many are choosing to resign or seriously reconsider their roles in search of better work-life balance and well-being.
The Weight of Executive Responsibility
Being a CEO or C-suite executive comes with immense responsibility. From overseeing brand growth and managing key client relationships to navigating global expansion and representing the company to stakeholders, the demands on top-level leaders are constant and ever-evolving. On average, a CEO works 62.5 hours a week, balancing an array of high-stakes decisions with the needs of the organization, employees, and investors.
However, the pressure to perform is growing. According to surveys from Deloitte and Businessolver, nearly 70% of executives are considering leaving their jobs for roles that offer better support for their mental health and work-life balance. In the first quarter of 2024 alone, a record 622 CEOs stepped down, many citing stress, burnout, and declining mental health as major contributing factors.
The Rising Tide of Executive Burnout
The impact of stress on executives is not just a personal issue—it has serious consequences for businesses. CEOs and other leaders are not immune to the same burnout risks that affect employees across industries. In fact, a 2024 study from Businessolver revealed that over half of all CEOs reported experiencing a mental health issue in the past year, with Millennial CEOs (60%) being particularly affected by anxiety, depression, and burnout. The demands of decision-making, especially when those decisions impact employees and their families, can be overwhelming.
As work environments have changed due to factors like the pandemic, remote work, and advances in artificial intelligence, executives are increasingly finding themselves at the intersection of high expectations and reduced resources. A recent Deloitte study found that 75% of executives were seriously considering quitting their positions for better well-being support. In addition to navigating talent retention challenges, many top leaders also face the difficulties of managing both their teams’ needs and the company’s goals, often without the influence to make meaningful cultural changes.
The Great Resignation: Executives are Not Immune
The wave of resignations often associated with frontline workers, known as The Great Resignation, has also hit the C-suite. High turnover rates are not only affecting lower-wage employees but also senior leaders. Companies like Amazon, Pinterest, and American Airlines saw their CEOs resign due to burnout, signaling a shift in leadership priorities. In this era, many executives are seeking roles in organizations that offer a more supportive culture—one that values employee well-being as much as it does performance.
Executives are not just leaving because of job dissatisfaction. Increasingly, they are opting for roles in companies that foster a healthier work-life balance and offer better support for personal well-being. For many, the decision to leave is driven by the realization that no salary or title can compensate for the toll that burnout and stress take on their health and personal lives.
The Importance of Executive Well-Being
The solution to this crisis is clear: organizations must prioritize the well-being of their leaders, just as they do for employees. Ethical, growth-oriented companies are beginning to recognize that the success of their businesses is closely tied to the health of their people. According to surveys, more than 60% of both employees and C-suite executives reported that work is a major obstacle to their ability to practice self-care, with long hours and high-stress environments taking a toll on physical and mental health.
For companies that want to retain their top talent, offering benefits that support mental health, work-life balance, and flexibility is no longer optional. Whether it’s through offering better vacation policies, reducing the stigma around mental health care, or promoting a culture of transparency and ethical decision-making, businesses must take actionable steps to ensure their executives are supported.
A Health-Savvy Future for Leaders
The shift toward a health-conscious workplace is already happening. Executive boards are beginning to discuss ways to improve benefits packages, including better mental health resources and more flexible work arrangements. Companies that value well-being at all levels—from leadership to entry-level employees—are more likely to see improved retention, productivity, and overall success.
As organizations increasingly prioritize the mental health of their executives, they also begin to realize that a well-rested, supported leader is more capable of driving innovation, guiding teams through crises, and achieving long-term business success. By making these changes, companies are not only addressing the current wave of executive burnout but also ensuring that they can weather future challenges with a healthy, engaged leadership team.
The demand for healthier work environments and the prioritization of well-being is not just a trend—it’s a fundamental shift in how businesses must operate. By addressing the mental health needs of executives, companies can safeguard against burnout, retain top talent, and set the stage for a more resilient and productive future.