Originally published: October 2022

When you think about a person who is burned out, what image comes to mind?

Did you picture someone older? Younger? A doctor? A teacher?

The truth is — burnout doesn't discriminate. People of all ages, all nationalities, and all career stages are becoming increasingly physically and mentally weary from their professions.

What is burnout, really?

Burnout is a protracted period of exhaustion. According to the Mayo Clinic, it is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.

The term was first coined by American psychologist Herbert Freudenberger in the 1970s, originally to describe medical personnel worn down by the relentless nature of their work. Today it describes millions of workers across every industry.

Simply put — job burnout is the process by which a person's passion and interest in their work diminishes over time. It can manifest as emotional exhaustion, depersonalization, and reduced personal accomplishment. Left unaddressed, it leads to disengagement, absenteeism, and eventually — resignation.

The personal perspective:

It is important to recognize the symptoms early, because burnout often creeps up slowly. Some signs to watch for:

— Feeling a loss of enthusiasm for your work — Feeling like you have no control over what you do — Feeling too tired to show up fully

If you recognize yourself in any of these, pay attention. Don't wait.

Getting back on track starts with three key pillars:

Yourself — Take care of your own needs. You cannot pour from an empty cup.

Your health — Eat well, exercise regularly, get enough sleep. These aren't luxuries. They are the foundation of sustainable performance.

Your relationships — Strong connections with friends, family, and trusted colleagues are your greatest buffer against burnout. Protect them.

The organizational perspective:

Organizations cannot afford to treat burnout as a personal problem. When burnout becomes widespread, the impacts ripple from individual contributors all the way to the organizational level — hitting retention, productivity, and growth simultaneously.

As leaders, here is where to start:

Create confidential spaces for employees to share challenges and suggest improvements. People feel better simply knowing they are being heard.

Leverage individual strengths when distributing work. This enhances productivity AND makes team members feel valued — a powerful combination.

Reassess working hours. Flexible schedules, four-day work weeks, and remote options are no longer perks. They are tools for sustaining your most important asset — your people.

The bottom line:

Burnout is preventable. That is not wishful thinking — it is fact.

We have a duty, both as individuals and as employers, to ensure that work is a place where people can perform at their best without destroying themselves in the process.

That duty starts with awareness. And awareness starts here.