Explore the true cost of developer burnout and discover strategies to prevent it in your organization. Learn how to keep your tech team healthy and productive.
Burnout is at an all-time high as employees face ever-increasing productivity expectations while being forced to do more with less. Approximately 82% of employees are at risk of burnout this year, and 95% say their emotional state plays a big part in their productivity. The research underscores the importance of happy, healthy employees–and while it might seem like simple altruism at the corporate level, there are real financial consequences of letting well-being fall by the wayside. Most notably, burnout costs employers as much as $300B annually.
Today, while most research centers on the burnout of knowledge workers at large, one subset group is faring worse than others: software developers. These teams are the foundation of nearly every modern company, and research shows they’ve been stretched thin to the point of crisis. Solving developer burnout must become a top priority for organizations, or they risk losing the very engine that powers their progress.
Burnout: By The Numbers
According to Harness’ State of the Developer Experience Report, relentless workloads are the leading cause of burnout in the software industry and are the primary reason most developers quit. Over half (52%) of developers cite burnout as the main factor driving their peers to leave their jobs. One of the primary causes of burnout is developer toil: the prevalence of manual, repetitive tasks that consume significant time and effort without providing significant value to the business. The report found that nearly half of developers say they can’t release code to production without risking failures. If that code does need to be rolled back, an astounding 67% of developers do so manually.
The problem is exacerbated by scope creep, which almost two-thirds (62%) of developers experience. To keep up with their workload, nearly a quarter (23%) of engineers work overtime at least 10 days a month, and 97% of developers admit to context switching, meaning they move between unrelated tasks throughout the day, further reducing their productivity.
Additionally, hiring isn’t helping quickly enough, as organizations struggle to onboard new hires quickly enough to alleviate the pressure on current employees. The report found that 71% of respondents said onboarding takes at least two months, leaving existing engineering teams to shoulder the extra workload in the interim.
Solving the Developer Burnout Crisis
While the challenges are steep, there are numerous ways to circumvent these problems and ultimately improve developer mental health:
Automate Toil
Automating toil refers to the process of leveraging technology to eliminate repetitive, mundane, and time-consuming tasks, freeing up human resources for more strategic and creative endeavors. By implementing advanced software that automates monotonous tasks, such as code rollbacks, organizations can enhance efficiency, reduce the risk of errors, and improve overall productivity. This approach not only streamlines workflows but also enables employees to focus on higher-value activities that require critical thinking and innovation. Consequently, automating toil is a key strategy for leaders looking to optimize DevOps while improving the employee experience.
Sabbaticals & “No Meeting” Days
Sabbaticals are generally thought of as a “big company” benefit. But startups, and specifically smaller companies with high percentages of software developers, can reap major benefits from implementing these programs. Harness offers a “Sabbatical for Startups” program, which offers employees time off to focus on self-care through health & wellness benefits. Thus far, the program has decreased turnover while improving employee well-being–and these results aren’t limited to Harness; they’re also backed by research from Adecco Group.
Dual Onboarding
A dual-onboarding process can cut down on onboarding time, enabling new employees to make an impact faster. This two-pronged approach separates the orientation process from functional onboarding. During orientation, employees learn about the company’s culture, values, policies, and procedures, ensuring they understand the organizational environment. In the functional onboarding phase, new hires receive role-specific training and get acquainted with the tools and resources they will use daily. By distinguishing these components, employees quickly adapt to the company culture while gaining the skills needed for their roles, allowing them to contribute to their teams and projects more rapidly.
Listen to Feedback Consistently
Progress cannot be made without opening the doors to transparent feedback company-wide. Employee engagement surveys can help determine levels of motivation and engagement across the organization, while manager surveys, conducted away from the performance review cycle, enable honest feedback about leaders within the company. Departmental surveys can take inventories of their teams and help strategize for the future. Combining the results of these surveys provides a comprehensive view of employee experience, enabling HR managers to advocate for their employees effectively. Addressing mental health and burnout among developers requires a multifaceted approach. By implementing advanced tools, innovative programs, and open feedback channels, companies can create a healthier, happier, and more productive environment for their employees.
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