Addressing Employee Burnout Concerns

Some employees do not burn out loudly. They burn out quietly while still performing. As someone who was late diagnosed AuDHD and Dyspraxic, this is something I understand both professionally and personally. For years I was celebrated for high achievement. Winning awards. Inclusion at high-profile events. Delivering innovative creative projects. Being seen as capable, resilient and high performing. What people did not see was the neurological cost behind that performance. The constant pushing. The masking. The over-preparing. The emotional exhaustion. The pressure to maintain an unsustainable level of output. I became very skilled at giving 150% even when my nervous system was already overwhelmed. Looking back now, there were signs that should have been recognised earlier: • Emotional volatility under sustained pressure • Social withdrawal after high-demand periods • Extreme exhaustion hidden behind continued achievement • Difficulty sustaining recovery time • Quietly reaching beyond my limits while still appearing “fine” externally What I needed was not criticism for struggling to sustain the pace. I needed: • More regular check-ins • Greater understanding of neurological load • Reduced pressure to constantly overperform • Permission to recover before reaching burnout • Environments where support was proactive rather than crisis-led This is why neuro-affirming leadership matters so much. Because high performers are not always thriving. Sometimes they are surviving on adrenaline, hypervigilance and determination for far longer than their brain and body can sustainably manage. The goal should never be to admire how much somebody can endure before collapse. It should be to create workplaces where people can succeed without sacrificing their wellbeing in the process. #Neurodiversity #ADHD #Dyspraxia #Autism #Burnout #PsychologicalSafety #Leadership #Neurodivergent #InclusiveLeadership #WorkplaceWellbeing #Neuroscience

Are you struggling in an under-resourced #workplace? Inadequate staffing has been cited as one of the biggest stressors in today's business world. As employees struggle to manage the job responsibilities of 2 or 3 people, exhaustion happens first. Long working hours, with little to no downtime, leads to mental and physical fatigue. In the long term, it’s the pressure to continue to meet high expectations, even though the workload is unmanageable, that causes #burnout. At this stage, employees either collapse or quit. As employees we know working like this is harmful and not sustainable, but we keep going. The fears of: ❗️ disapproval and judgement  ❗️ missing out on a promotion  ❗️ being seen as weak, imperfect or a poor performer  ❗️ letting people down ❗️ being indispensable ❗️ conflict or confrontation ❗️ rejection or job loss make us soldier on. The hope of change fuels us to keep going. But eventually, even that won't save us from burning out. If you’re in an under-resourced environment and struggling with your workload, standing up for your physical, emotional and mental needs is crucial. Otherwise, burnout will ensue. Take charge of what you can: ✅ Reduce overwhelm by creating a list of most critical/time-sensitive tasks and focus on those first. Break down larger tasks into smaller, manageable mini-goals. ✅ Block time for specific tasks, including breaks - eliminate distractions, and learn how to say “no” to additional workload and people (you can also say “I can’t do it now but I can do it *state time* or “colleague” can help you…) ✅ Communicate challenges and ask for guidance, tools and techniques from managers, mentors, HR, colleagues ✅ Learn/model influencing, selling and negotiating skills to increase your chances of making your needs heard and getting the resources or support you need ✅ Clarify your boundaries, communicate them and stand by them ✅ Seek professional help to work on what's stopping you from setting boundaries e.g. people pleasing, fears of saying no, perfectionism, FOMO, fear of job loss ✅ Update CV, LinkedIn profile, nurture your network, upskill to create psychological safety that if you lost your job, you’d find another one Sometimes the under-resourced state is temporary - and it's doing the best you can with the resources you have until the storm blows over. But if this is ongoing or permanent, and your employer isn’t willing to give you what you need to perform at your best, you must ask yourself: 1) What are you really doing this for? And 2) Is it worth it? What other advice would you give to anyone working in an under-resourced environment right now? #workstress #overworked #mentalhealth

Stop trying to solve burnout with meditation apps. #Burnout at work is on the rise, and next year isn't likely to bring relief -- in fact the opposite. Under pressure to "do more with less," fears about #genAI and #RTO commands, it's not a surprise. Sharon Parker and Caroline Knight in MIT Sloan Management Review have put together a great framework for addressing a pressing issue that doesn't get glib about apps or just say "lighten their load." They also root it in a case for change: "58% percent of 18-to-34-year-olds said that their daily level of stress is overwhelming. Disengaged, stressed-out employees do not perform at their best." The SMART framework: 🔸 Stimulating work: Am I solving real problems that matter? Is there variety? 🔸 Mastery: Am I learning new skills, getting feedback and is it clear how my work contributes to broader goals? 🔸 Autonomy: Are the lines clear for what decisions I can make, and do I have flexibility to do work where and when I'm at my best? 🔸 Relational work: Am I engaged with a team, connected and feel a sense of belonging and support? 🔸 Tolerable demands: Is the work realistically scoped, so that I'm not in continual overload? Are there peaks and valleys? Their framework sounds easy, but anyone who's managed large teams knows how hard it is and how much design goes into making it happen. What I found historically with teams that helped were: ☀️ Frequent check-ins on how someone's feeling about the work, not just the status of the work: are you learning? Is it reasonable? Are you having fun? ☀️ Rotations of dreck and joy: routine work and doing the same type of project over again isn't fun; ensuring people get rotations in and out of "drudge" work. ☀️ Balancing autonomy and collaboration: Getting clear up front about shared goals, roles and levels of decision authority across the team. No swarm ball. ☀️ Taking breaks. Make sure people can step away from work, build and support boundaries and rest periods. Peak performance isn't "hustle culture." What works for you to relieve burnout? #Leadership #Management #Engagement #Productivity #culture

Don’t let your job rob you of the peace you deserve. Your job should bring fulfilment, not endless stress. You deserve a role that lets you sleep peacefully. If you feel constantly drained, it’s not just a busy week. It’s a wake-up call. Ignoring it risks burnout, lost potential, and the haunting question, “What if?” If you're ready, here are 6 steps to help reclaim your peace: 1. Establish Boundaries to Protect Your Time    ↳ Don’t let work bleed into personal hours.    ↳ Set clear boundaries: no emails after work, leave work at the office.    ↳ Guard your evenings and weekends for the things that bring you joy. 2. Prioritise with Purpose    ↳ Not everything requires your immediate attention.    ↳ Ask yourself: Is this urgent? Will it make an impact? Can someone else handle it?    ↳ Focus on tasks that align with your goals and values. 3. Build a Balanced Routine    ↳ Consistency brings stability. Set daily routines that work for you.    ↳ Try to wake up at the same time each day and schedule both work and personal time.    ↳ Set a defined end time for work to keep a healthy work-life balance. 4. Make Time to Recharge    ↳ Regular breaks refresh your mind and body.    ↳ Take short breaks during the day for stretching, walking, or just breathing.    ↳ Longer breaks like vacations and quality time with loved ones can make all the difference. 5. Learn the Power of Saying ‘No’    ↳ Saying yes to everything spreads you thin.    ↳ Say no to non essential tasks, unnecessary demands, or misaligned activities.    ↳ Protect your focus by only committing to what aligns with your values. 6. Nurture What Brings You Peace    ↳ Find joy outside of work—whether it’s hobbies, learning something new, or simply resting.    ↳ Make time each week to reconnect with what fulfils you and makes you feel whole. 👉 When I made my own career change, it was hard. But choosing to prioritise peace and purpose over stress changed everything. Remember: Prioritising peace isn’t a luxury. It’s essential for a meaningful life. What's one step you're ready to take for your peace? Let me know in the comments below! ⬇️ P.S. Agree? Repost to help others find peace in their careers.♻️ And follow Véronique Barrot for more. 📌Ready to shift your mindset and boost your life, leadership, and career? My newsletter has you covered: https://lnkd.in/eKn6EpFD (+ you'll get access to a library of 100+ high-value resources - all for free!) Let's foster positive change globally.

Burnout isn’t a time problem. It’s a feeling problem. If I had a dollar for every time a high-performing exec blamed burnout on “time management”… I’d fund emotional literacy programs across India. Twice. My counselling patients include CEOs, surgeons, and creators — people who’ve mastered discipline. They’ve optimized their calendars. Their teams. Their lives. But when burnout hits? They crash. Hard. Not because they’re lazy. Not because they lack ambition. But because no one ever taught them the one thing that now matters most: How to feel. Here’s what I see, again and again:   They’re exhausted in ways sleep can’t fix.   They procrastinate, but don’t know why.   They lead others, but feel lost inside themselves. They’re emotionally cut off from their teams, their loved ones, and worst of all… themselves. And still, they try to optimize their way out. As if feelings are bugs in the system. But here’s the truth: Your brain is the CEO. Your emotions are the board. Ignore them? You’re getting fired from your own life. So what’s the fix? Here are 3 emotional strategies I teach my clients: Ground before you go. (Breathwork. Cold water. Movement.) Track emotional KPIs. Check in daily. What am I feeling? Why? What do I need? Micro-habits for presence. 1-minute pauses. Phone-free family time. Naming your emotions out loud. Because the leaders who win this decade? Won’t just be the smartest. They’ll be the ones who’ve mastered emotional presence. Because plans don’t lead people. Presence does. #psychology #mindset #people #emotions #productivity #leadership

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

Empathy isn’t soft it’s a superpower. Used wrong, it burns leaders out. Here’s how to make it sustainable. Empathic orgs see more creativity, helping, resilience and less burnout and attrition. Employees (esp. Millennials/Gen Z) now expect it. Wearing the “empathy helmet” means you feel everyone’s highs and lows. Middle managers fry first. Caring ≠ self-sacrifice. The fix = Sustainable empathy Care without collapsing by stacking: self-compassion → tuned caring → practice. So drop the martyr mindset. • Notice your stress (name it) • Remember it’s human & shared • Talk to yourself like you would a friend • Ask for help model it and your team will too Why does this matter? Unchecked stress dulls perspective and spikes reactivity. When leaders absorb nonstop venting, next-day negativity rises and so does mistreatment. You can’t pour from an empty cup. Move 2: Tune your caring Two empathies: • Emotional empathy = feel their pain • Empathic concern = help relieve it Keep concern high, distress low. “Caring binds; sharing blinds.” How to tune (in the moment) • 60 seconds of breathing before hard talks • Validate without absorbing: “This is hard and it makes sense.” • Boundaries + presence: “I’m here. Let’s focus on next steps.” • Offer concrete help: “Here’s what we’ll try by Friday.” • Also share joy celebrate wins to refuel the tank Move 3: Treat empathy as a skill It’s trainable. Build emotional balance: shift from absorbing pain → generating care. Try brief compassion meditation (“May you be safe, well, at ease.”) and pre-regulate before tough conversations. Mini audit after tough chats Ask yourself: • How much did I feel with vs. care for? • What do they need long-term? • What will I do to help this week? A simple script 1. Validate: “I can see why this stings.” 2. Future: “Success looks like X.” 3. Action: “Let’s do Y by [date]; I’ll support with Z.” Team rituals that sustain you • Start meetings with “What help do you need?” • Normalize asking for support • Micro-celebrate progress weekly • Protect recovery blocks on calendars Self-compassion + tuned concern + practice = sustainable empathy. What’s one habit you’ll try this week to protect your energy and support your team?

The phrase "crashing out" is rapidly gaining traction, describing a breaking point where employees, overwhelmed and exhausted, impulsively disengage—sometimes even quitting without a backup plan. This trend reflects a deeper crisis of mental fatigue, burnout, and a collective inability to cope with prolonged stress and intense workplace pressures. It’s a symptom that goes beyond simple job dissatisfaction, stemming from a fundamental disconnect between individual needs and organizational support. Research highlights several core reasons behind this phenomenon: employees' quest for progress isn't being met; they feel a loss of control, a misalignment with company values, or simply need to take a critical next step in their lives. Coupled with inadequate communication, poor performance management, and a lack of psychological safety, these factors create environments where stress turns into systemic overload, leading individuals to hit a wall. For HR leaders, this is a critical call to action. To stem the tide of "crashing out" and foster a resilient workforce, consider these essential responses: Prioritize Individual Progress: Understand each employee's unique career quest and provide pathways for skill development, challenge, and advancement. Enhance Communication & Transparency: Establish clear, consistent communication channels, ensuring employees feel informed, heard, and supported. Vague benefit details or unclear performance metrics are no longer acceptable. Revamp Performance Management: Move beyond annual reviews to continuous, supportive feedback that clarifies expectations and helps employees align their work with their goals. Cultivate Psychological Safety: Create an environment where employees feel safe to express vulnerability, set boundaries, and admit when they are not okay, without fear of repercussions. Normalize Rest & Well-being: Actively promote work-life balance and model healthy boundaries. Invest in mental health resources and peer support systems to build a more resilient workforce. Empower Managers: Equip leaders with the tools and training to have ongoing, empathetic conversations about well-being and progress, truly knowing their teams' needs. Addressing "crashing out" isn't just about retention; it's about building a sustainable, human-centric workplace where employees can thrive. https://lnkd.in/eYRGhZ3g #HR #EmployeeWellbeing #Burnout #WorkplaceCulture #HumanResources #FutureOfWork #EmployeeEngagement

Consider this suggestion that has helped me survive this industry for three decades at Microsoft, Google, and Amazon…during this holiday season step back from the endless cycle of activity and think, reflect, and live in the moment. Being busy every second isn’t what leads to inspired decisions or breakthroughs. Instead, it can stifle creativity, increase stress, and prevent the innovative thinking that moves the needle. Ignore work and be with your family – I guarantee that you will have better ideas and more energy when you restart next year. Here are the specifics: 1. Create Space for Innovation: The best ideas often emerge when you have room to breathe and think. Give yourself permission to slow down over the holidays. With that mental breathing room, you’ll be better equipped to imagine creative approaches, develop new strategies, and identify opportunities that may have been hidden in the day-to-day grind. 2. Prevent Burnout: Non-stop work leads to burnout—worn-down energy levels, reduced clarity, and diminished effectiveness. By intentionally setting aside time to recharge, you protect your mental and physical well-being. Returning to work refreshed means you can hit the ground running with renewed focus, making it easier to channel your energy into the projects that drive real results. 3. Refresh Your Objectives: Innovation doesn’t just appear out of thin air; it emerges when you thoughtfully consider what’s been working and where you can improve. Use the slow ramp at the start of the year to reflect on the road ahead. Coming back with a fresh perspective will help you zero in on what matters most, ensuring your efforts align with your core objectives. 4. Invest Time in Yourself: Slowing down provides time for learning and personal growth—reading, thinking, or exploring new perspectives outside your normal routine. By expanding your horizons during the break, you return to the office with heightened curiosity and sharper judgment, ready to tackle complexity. This holiday season, step away from the mindset that more activity equals more success. Instead, recharge. Let your mind wander. Immerse yourself in moments that inspire you. By doing so, you’ll return to work with greater clarity, a fresh sense of purpose, and the creative momentum.

Burnout is on the rise. According to MHFA England, a 2024 study found that 63% of UK employees were showing symptoms such as exhaustion and disengagement — up from 51% just two years earlier. But there’s another, often overlooked concern I’m seeing more frequently in coaching conversations, that is boreout. The quieter sibling of burnout, boreout is an immense feeling of underwhelm at work. It can happen when someone isn’t challenged, their strengths go unused, or their role feels meaningless. Over time, they lose interest and motivation. Understimulation can be just as mentally draining as overstimulation. It can lead to frustration, stress, procrastination, stagnation — even depression. While boreout might not make the headlines like burnout, it can be just as damaging for both individuals and organisations — lowering morale, productivity, and increasing sickness and turnover. One of my coaching clients experienced it. Creativity was one of their key strengths, but their role lacked opportunities to use their creativity. Together, we explored ways to inject creativity into their work — this helped with their energy and motivation. If you recognise signs of boreout in yourself, try these: ✔️ Find meaning in what you do — align tasks with your values and strengths. ✔️ Don’t suffer in silence — speak to someone about how you’re feeling. ✔️Set yourself goals that stretch and challenge you. ✔️Remember to work, rest and play — do things that bring you joy. If things don’t improve despite your efforts, it might be time to explore other opportunities. And if you’re a leader or employer, as we acknowledge World Mental Health Day, let this be a reminder to care for the mental wellbeing of your people. Take proactive steps to prevent BOTH burnout and boreout. Have you ever experienced boreout or seen it in your workplace? #LinkedInNewsUK