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One in Three Employees Deliberately Reduces Career Ambition to Prevent Burnout
A new study by Dutch training institute de Baak reveals that one-third of all employees have consciously lowered their career ambitions to prevent overstimulation or burnout. The research, which surveyed over 1,000 working professionals, highlights a growing trend where workers prioritize mental health over career progression amid what experts call a 'permacrisis' — a constant stream of global crises keeping people on high alert.
According to Iris Vrolijks, program manager at de Baak, the phenomenon is closely tied to rising stress levels. 'One in three also says they are completely exhausted at the end of the week. We believe this is due to a permacrisis — a constant stream of crises coming at us, making people feel they always have to be switched on,' Vrolijks said. The study found that 34% of Dutch workers are deliberately lowering their ambition levels, a trend that mirrors similar findings internationally. In the U.S., Robert Half research shows 36% of professionals report feeling burned out, with 33% saying they are more burned out than a year ago.
Generational Impact and the 'Permacrisis' Effect
The research indicates that younger generations are particularly affected. Gen Z and Millennial workers report higher levels of stress driven by performance pressure and the constant need to engage with global events. However, the burnout crisis across all age groups shows that this is not exclusively a youth issue. The de Baak study found that the trend spans all age demographics, though younger workers feel it most acutely.
The concept of 'permacrisis' — a term describing the compounding effects of the COVID-19 pandemic, geopolitical instability, economic uncertainty, and climate anxiety — has fundamentally altered how employees view their careers. Instead of climbing the corporate ladder, many are choosing stability over advancement. 'A career step is often an uncertain step,' Vrolijks noted. 'We see that a quarter of people no longer dare to take that step. There is an important role for employers to give people more certainty in a time when they feel insecure.'
Quiet Ambition vs. Quiet Quitting
This trend differs from 'quiet quitting,' where employees disengage and do only the minimum required. Instead, experts describe it as 'quiet ambition' or 'soft ambition' — a conscious recalibration of professional goals to prioritize well-being. Workers are not abandoning ambition entirely but redefining success on their own terms, focusing on work-life balance, meaningful contributions, and sustainable productivity. A Gallup study found that quiet quitters comprise at least 50% of the workforce globally, costing the economy $8.8 trillion in lost productivity.
The Role of Employers in Addressing Burnout
The findings place significant responsibility on employers to address the root causes of burnout. According to the Robert Half survey, top contributors to burnout include heavy workloads and long hours (40%), lack of support or recognition from managers (30%), and few professional growth opportunities (27%). The same survey found that 42% of hiring managers cite employee burnout as the biggest consequence of unfilled roles.
In the Netherlands, RIVM data shows that 20.7% of employees aged 15-74 experienced burnout complaints in 2025, with women (23.5%) affected more than men (18.0%). The 25-34 age group reports the highest rates at 28.2%. These numbers have risen steadily from 13.4% in 2015, indicating a worsening trend that employers must address proactively.
What Employers Can Do
Experts recommend several strategies for employers to combat burnout and support employee well-being:
- Encourage time off — Ensure employees take regular breaks and use their vacation days.
- Help prioritize projects — Reduce unnecessary workload and clarify expectations.
- Hire additional support — Bring in temporary staff or redistribute work to prevent overload.
- Recognize employee efforts — Regular acknowledgment and appreciation can boost morale.
- Foster open communication — Create a culture where employees feel safe discussing mental health without fear of stigma.
Organizations with low workforce well-being face turnover rates over 20% higher than their peers, according to a 2025 workplace burnout guide. The annual cost of burnout per employee is estimated between $9,500 and $25,500 due to lost productivity, absenteeism, healthcare costs, and turnover.
Impact on Career Development and Innovation
The deliberate lowering of ambition has broader implications for career development and organizational innovation. When employees avoid promotions, reject challenging projects, or decline leadership opportunities, companies lose valuable talent and fresh perspectives. A quarter of workers are now hesitant to make career moves, according to the de Baak study, potentially slowing down organizational growth and reducing the pipeline of future leaders.
However, some experts see a silver lining. The shift toward 'soft ambition' may lead to more sustainable work practices, better mental health outcomes, and a more human-centered approach to business. Companies like Shopify, Meta, and Spotify are already adapting by offering asynchronous work, mental health days, and 'no meeting weeks.' Entrepreneurs are also embracing this mindset, building leaner, calmer companies that outperform hustle-culture counterparts.
FAQ: Understanding the Ambition-Burnout Connection
What is the main finding of the de Baak study?
The study found that one-third (34%) of employees have deliberately lowered their career ambitions to prevent burnout or overstimulation. This trend is driven by a 'permacrisis' — ongoing global instability that keeps workers in a constant state of alert.
Which generations are most affected by this trend?
While the trend affects all age groups, younger generations (Gen Z and Millennials) report the highest levels of stress and ambition reduction. RIVM data shows that 28.2% of workers aged 25-34 experience burnout complaints, the highest of any age group.
How does 'quiet ambition' differ from 'quiet quitting'?
'Quiet ambition' or 'soft ambition' involves consciously redefining success to prioritize well-being and work-life balance while remaining engaged and productive. In contrast, 'quiet quitting' means doing only the minimum required and disengaging from work. The former is a proactive recalibration; the latter is a withdrawal.
What can employers do to address burnout?
Employers can encourage time off, help prioritize workloads, hire additional support, recognize employee contributions, and foster open communication about mental health. Creating a supportive culture where employees feel safe discussing stress is critical.
What are the costs of ignoring this trend?
Burnout costs organizations between $9,500 and $25,500 per employee annually through lost productivity, absenteeism, healthcare costs, and turnover. Companies with low workforce well-being face turnover rates more than 20% higher than their peers.
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