Burnout is a serious problem for employees and employers alike. Employees are burning out at record levels, whether it’s due to the aftermath of the pandemic, a problematic workplace, or a volatile social, economic and political climate. According to Gallup, 76 percent of employees experience burnout in the workplace at least some of the time.
That’s alarmingly high.
Examples of Burnout in the Workplace
It’s especially prevalent in industries like hospitality and healthcare among nurses—where workers had to bear the strain and risks of the pandemic and constantly perform emotional labor.
Burnout in Nurses in Healthcare
The pandemic wreaked havoc on the healthcare industry from staffing shortages to the emotional and mental toll on the workers. According to the New England Journal of Medicine, more than half of “health workers report symptoms of burnout, and many are contending with insomnia, depression, anxiety, post-traumatic stress disorder, or other mental health challenges.”
While the systems might have been breeding grounds for burnout before the COVID-19 outbreak, it’s become an all out crisis in the years that have followed. Inadequate support, growing workloads and moral injury from poor patient care has left many nurses at even greater risk of burnout.
Burnout in Hospitality and Retail Workers
With low wages and long working hours to start, the hospitality industry was already stressed to the limits, but tension from constant turnover and mounting work has left those remaining employees vulnerable to burnout. The industry suffers from some of the highest turnover rates of all industries. “In hospitality, employees must regulate the outward expression of their emotions to the benefit of the customer and their employer, regardless of what they are feeling.” This can take a great emotional toll on people.
Burnout can hurt the company’s productivity and bottom line when left unaddressed, so organizations need to be proactive in identifying the root causes that might make their employees prone to burnout, and actively instituting measures to combat them.
Burnout in Tech Workers
A software engineer at a fast-growing tech company starts out energized by exciting projects and the promise of career growth. However, as deadlines tighten and expectations increase, they find themselves working late nights and weekends to keep up, eliminating healthy work life balance.
The constant pressure to innovate, fix bugs, and meet sprint deadlines leaves little time for breaks, and the once-collaborative work environment starts feeling isolating. Add to it recent layoffs that have taken place in the organization, and now the worker has to spend more hours doing the tasks that still remain, even if the colleagues do not.
Over time, these employees begin to disengage, responding to emails and Slack messages with minimal effort and avoiding team meetings. Tasks that once sparked creativity now feel like a chore, and they struggle to find motivation.
If left unchecked, burnout could drive them to resign, leaving the company scrambling to fill the role in an industry already facing high turnover.
What are the Signs of Employee Burnout?
According to the World Health Organization (WHO), the symptoms of burnout are as follows:
Feelings of energy depletion or exhaustion
Managers need to pay attention to signs that an employee is unusually exhausted or low on energy. Perhaps you’re noticing they’re zoning out or not concentrating in meetings. Physical exhaustion is a big sign. They might also show little enthusiasm for projects that once energized or engaged them.
The lingering stigma around mental health means that employees may not be as forthcoming about sharing health struggles that they might have. Managers have to put in the work to remove that stigma while paying attention to warning signs, as well as employees’ physical symptoms. Do teammates seem more tired than normal? Are direct reports withdrawing or isolating a lot?
Decreased productivity
When employees are mentally and physically exhausted, their ability to focus and complete tasks efficiently declines. They may take longer to finish work, make more mistakes, or struggle to prioritize responsibilities. Even high-performing employees who were once proactive and detail-oriented may start missing deadlines or producing lower-quality work.
An increase in missed deadlines is another sign that people might be burning out, or a discontinued effort to learn new skills. Beyond individual performance, burnout can also slow down entire teams. Disengaged employees contribute less in meetings, avoid collaboration, and may need more oversight from managers, increasing the workload for others.
Frequent absenteeism—whether through unplanned sick days or presenteeism, where employees show up but accomplish little—further disrupts workflow. Over time, this decreased productivity can lead to higher turnover, missed business goals, and a workplace culture where exhaustion becomes the norm rather than the exception.
Increased mental distance from job
When employees experience burnout, they often begin to detach emotionally from their work. Tasks that once felt meaningful or engaging start to feel like a burden, and employees may struggle to find motivation. This disengagement can manifest in subtle ways, such as a lack of participation in meetings, decreased responsiveness to emails, or minimal contribution to team discussions.
Burned-out employees are more likely to be ‘checked out’ of their job. One sign of this, according to Syracuse University management professor Donald Cardarelli, is silence among high-performers who regularly seek feedback or regularly contribute to discussions. Mental exhaustion can deplete an employee’s normal activities.
Feelings of negativism or cynicism
Burnout doesn’t just drain energy—it can also shift an employee’s mindset, leading to increased frustration, skepticism, and negativity toward their work or organization. Employees experiencing this symptom may become more vocal about their dissatisfaction, frequently criticizing company policies, leadership decisions, or even coworkers.
Where they once approached challenges with curiosity and problem-solving, they may now express doubt that change is possible or that their contributions matter. This negativity can be contagious, affecting team morale and making it harder to foster a supportive work environment.
Additional physical symptoms and signs of employee burnout and workplace stress:
- Isolation – Withdrawing from team interactions or avoiding collaboration.
- Sensitivity to Feedback – Reacting defensively or emotionally to constructive criticism.
- More Unplanned Days Off Work – Frequent sick days or last-minute absences.
- Reduced Creativity – Struggling to generate new ideas or problem-solve effectively.
- Declining Work Quality – Noticeable drop in attention to detail or effort.
- Irritability or Mood Swings – Increased frustration with colleagues or tasks.
- Lack of Engagement in Meetings – Minimal participation or disengaged body language.
- Disrupted Sleep Patterns – Employees mentioning trouble sleeping or feeling constantly exhausted.
It’s also important to pay close attention when employees say phrases like “overwhelmed” or “difficulty concentrating and prioritizing.” Employees uncomfortable with talking about mental health in the workplace may attempt to soften their feelings and downplay their struggle.
Mangers should follow up on these comments with additional questions about what specifically in roles and responsibilities are taxing employees. If left unaddressed, these warning signs of burnout can push employees toward disengagement, resentment, and ultimately, turnover.
How Does Employee Burnout Affect Organizations?
According to Gallup, ongoing burnout can lead to lower productivity, higher absenteeism and higher turnover. That can cost employees 15 to 20 percent of payroll cost in voluntary turnover.
Burnout can also lead to more unplanned absences. Gallup finds these severely burned-out workers are 63% more likely to take a sick day. This costs the US workforce approximately $47.6 billion in lost productivity every year.
How to Prevent Employee Burnout
Preventing burnout starts with building a supportive company culture that prioritizes employee well being. In practice, that might look like incorporating well being goals into an employee’s development plan or making mental health-related resources, benefits, and tools easily accessible. It means focusing on elements of human sustainability measures in the workplace.
Addressing job burnout also means creating an environment where employees feel safe to take time off, ask for support, and set boundaries without fear of judgment or career consequences. It should be a place where employee fulfillment thrives.
Employee recognition and rewards
Employees who feel undervalued are more likely to disengage and experience burnout, so organizations should make recognition a regular practice. Even small gestures of acknowledgement can make a difference.
Here are a few suggestions:
- handwritten notes
- company-wide shoutouts
- monetary or swag awards
- meeting spotlights
- professional development opportunities like mentoring, training, coaching or continue education
- milestone or anniversary acknowledgements
Inclusive benefits
Offering benefits that support different life circumstances—such as expanded health coverage, caregiving support, and financial wellness programs—ensures employees feel supported beyond just their workload.
Additionally, companies should evaluate their paid time off policies to ensure employees have enough opportunity to rest and recharge without guilt or stigma. Encouraging employees to use their PTO, rather than treating it as an afterthought, can make a significant impact on long-term well being.
Adding flexibility to the workplace
Rigid work structures can make it difficult for employees to balance personal life and self-care, leading to increased stress. Organizations can offer options like remote or hybrid work, flexible hours, or even four-day workweeks to give employees more control over how and when they work.
Trusting employees to manage their own time and productivity can lead to higher engagement, better performance, and a healthier work-life balance.
Finally, creating a supportive culture to help address employee burnout requires leaders and managers to model healthy behaviors. When leadership sets the tone by prioritizing their own well being—whether by taking vacations, setting clear boundaries, or openly discussing employees’ well being—it sends a powerful message that balance is not just encouraged, but expected.
How Mentoring Can Mitigate Employee Burnout
Implementing a mentoring program is another effective tool for mitigating burnout. A 2022 study that surveyed 14,500 hospital workers found that employees who participated in mentoring relationships were less likely to report burnout than employees who didn’t.
One of the key ways mentoring mitigates burnout is by building meaningful connections in the workplace. Employees experiencing job burnout often feel disconnected or unsupported, but a mentor offers a trusted person to turn to for advice, encouragement, and perspective. Knowing that someone is invested in their success can reduce feelings of isolation and stress.
Mentoring can come in many forms and can help address burnout in the following way:
- Builds relationships and supportive friendships – Marissa King, a professor of organizational behavior and public health at the Yale School of Management, told Axios that those with one or two more close friends at work were more likely to be engaged with their tasks and the company’s mission.
- Offers a support network and sounding board – Mentoring fosters a culture where open conversations about workload, stress, and personal life balance are normalized. Mentees can openly discuss challenges with their mentors, who can offer strategies for managing workload, setting boundaries, or advocating for necessary resources.
- Reduces employee isolation – Because of the stigma, employees who experience mental health issues can feel like they’re alone. Yet everyone, at some point in their lives, has struggled with it. Connecting with others who are experiencing the same thing allows employees to feel less alone.
- Provides career clarity and purpose – Burnout is often linked to a lack of growth opportunities or unclear career paths. A mentor can guide employees in setting achievable goals, identifying skills to develop, and exploring new opportunities within the organization. This proactive approach prevents employees from feeling stuck and disengaged.
Reduce Employee Burnout with Chronus Mentoring Software
To reap the full benefits that a mentoring program can bring, companies need to be intentional about designing one that works for their employees, meaning that they need to match the right employee population with the right mentors, not simply relying on a one-size-fits-all solution.
Mentoring software is an effective way to do just that. Using Chronus’ AI-powered matching technology, take care of the matching and ensure participants are engaged and progressing through mentoring connections. By integrating the Chronus platform with your communication and collaboration platforms (like Slack, MS Teams and more), you’ll meet participants where they already are.
You can also track and measure the returns that mentoring has brought the business and generating dashboards and reports that spotlight impact to your stakeholders.
Tackling employee burnout requires a proactive approach, so don’t wait until burnout takes out your top talent and diminishes productivity. Start taking action today!
