How to Prevent Employee Burnout in Financial Services

I recently attended the 2025 CBA Conference, and while the agenda was packed with innovation, regulation and tech trends, one theme kept surfacing in my conversations with banking and finance leaders: burnout. Not just a buzzword — but a real, growing worry across the industry. 

Time and again, I heard about the pressure felt by Gen Z employees just starting out, and the middle-manager Millennials who are caught in the middle, navigating growing expectations, fewer resources and limited support. Several leaders I spoke with shared their concern that this pressure is becoming unsustainable. They worry that if things don’t change soon, they’ll face a wave of exits — and not just from underperformers but from some of their most promising talent. 

That’s why I believe this conversation is so important. Burnout and disengagement aren’t just HR challenges — they’re business risks. But with the right talent management strategies in place, they’re also solvable. 

Employee Burnout and Disengagement: The Financial Services Industry and Beyond  

The conversations I had at the CBA Conference reflect a troubling trend playing out across the broader economy: employee burnout and disengagement are rising fast, especially among younger generations. According to Gallup, just 31% of U.S. employees are engaged — the lowest level in over a decade — costing companies billions in lost productivity. 

Gallup also reports that engagement is declining fastest among Gen Z and employees under 35. They’re not just looking for jobs; they’re looking for meaningful and clear career paths, organizational support and a sense that their well-being matters. When that’s missing, they leave. In fact, ManpowerGroup’s Accelerating Adaptability report found that 47% of Gen Z workers are likely to leave their jobs in the next six months. 

Management isn’t immune either. Middle managers — 60% of whom are Millennials — are facing pressure from both executive leadership and their teams. Burnout is rising, and only 27% of managers globally are engaged, driven by declining well-being. In the U.S. and Canada, Gallup notes a historic drop in well-being that’s pushing down engagement and has the potential to drive up turnover. 

These challenges are especially prevalent in the financial services industry. According to recent data, 60% of financial professionals say they’re looking for jobs outside the industry. Their top reasons? Burnout and poor work-life balance (53%), better pay elsewhere (53%) and a sense that the profession no longer offers the career stability it once did (38%). 

This signals a clear need for action. Culture, support and career development matter. When organizations invest in talent management solutions that support both employees and leaders, they boost engagement, reduce turnover and protect performance. In fact, companies with very effective talent management practices are six times more likely to report higher shareholder returns. 

Prevent Burnout, Increase Employee Engagement and Retain Top Talent: Why Talent Management Solutions Are Essential 

The engagement crisis predicted in Right Management’s 2024 State of Careers research is here. But there’s hope: talent management solutions hold the key to reversing this trend. They offer targeted support that addresses the root causes of burnout and disengagement while placing financial services organizations on the path to long-term success. 

Below are four essential talent management strategies for how to prevent employee burnout. Together, they provide the structure, support and clarity today’s workforce — and its leaders — need to stay inspired, engaged and committed. 

1. Leadership Assessments
   Effective leadership starts with selecting the right people free from bias. Leadership assessments identify individuals with the temperament, readiness and capacity to lead — not just manage. By aligning people to roles where they’re equipped to succeed, organizations can reduce the risk of burnout among managers and ensure teams are led by individuals who know how to inspire, influence and elevate performance. This targeted approach builds confidence at the top and engagement throughout the organization.
2. Leader Coaching
   Leadership today is more demanding than ever, and managers need support to meet expectations without compromising their well-being. Coaching provides leaders with a confidential space to build critical skills, strengthen emotional resilience and develop strategies for motivating teams. It also gives managers the tools to manage their own energy and prevent burnout. When leaders feel supported, they’re better positioned to support others, creating a ripple effect across the business.
3. Leadership Development Programs and Training
   Training programs tailored to leaders' evolving needs help build more capable, confident managers. From communication to change management, today’s development efforts must go beyond traditional skills to include emotional intelligence and cultural competence. The right programs reinforce a culture of care, provide practical tools to lead effectively and prepare emerging leaders and middle managers to step into future roles. The result? A more stable leadership pipeline and teams that feel seen, supported and engaged.
4. A Culture of Career Conversations
   Younger workers are looking for more than a paycheck; they want purpose, stability and a clear path forward. Regular career conversations between managers and employees help define that path, offering clarity on progression while reinforcing that the organization is invested in each individual’s success. These conversations deepen trust, foster a culture of well-being, strengthen employee engagement and encourage retention, especially among Gen Z and Millennials who are seeking organizations that truly care.

A More Resilient, Engaged Workforce Is Within Reach: Invest in Talent Management 

The challenges facing financial services leaders today are real, but they’re not insurmountable. Burnout, disengagement and retention risks may feel urgent, but they’re also solvable. With the right talent management strategies in place (e.g., leadership assessments, coaching, development programs and a culture of career conversations), organizations can reverse the tide. 

By investing in leaders and empowering employees with the clarity, support and development they need, finance and banking organizations can build cultures that foster engagement, inspire purpose and sustain performance! The path forward is clear and filled with opportunity for those ready to act! 

At Right Management, we help organizations like yours create tailored talent strategies that not only solve today’s most pressing workforce challenges but also build a stronger, more resilient future. From high-impact leadership coaching to scalable development programs, our solutions are designed to meet today’s needs and tomorrow’s goals.