BURN-OUT IS STILL A THING – AND IT’S COSTING YOU MORE THAN YOU THINK

By freshidea

As we examine the psychosomatic impacts of ineffective leadership in organizations, one issue continues to rise to the surface: burn-out. It’s not just corporate jargon. It’s real, it’s growing, and it’s costly.

In fact, the World Health Organization (WHO) recognized burn-out in 2019 as a syndrome resulting from chronic workplace stress that has not been successfully managed. It’s defined by three core symptoms:

• Energy depletion or exhaustion

• Increased mental distance from one’s job or growing cynicism

• Reduced professional efficacy

While not considered a medical condition, burn-out is deeply connected to health outcomes. When people face prolonged psychosocial risks at work, both mental and physical health risks rise and this becomes a major issue for employers, not just employees.

The Hidden Risks of Burn-out (According to WHO):

• under-use of skills or being under-skilled for work

• excessive workloads or work pace, understaffing

• long, unsocial or inflexible hours

• lack of control over job design or workload

• unsafe or poor physical working conditions

• organizational culture that enables negative behaviours

• limited support from colleagues or authoritarian supervision

• violence, harassment or bullying

• discrimination and exclusion

• unclear job role

• under- or over-promotion

• job insecurity, inadequate pay, or poor investment in career development

• conflicting home/work demands

Let’s pause and get practical. What can organizations do to reduce burn-out and re-energize their people? While multiple strategies are necessary, one highly effective (yet often under-leveraged) solution is leadership development.

Leadership Development as a Strategic Response

When we train leaders not just to manage outcomes, but to lead people, we create workplace cultures that mitigate burn-out before it becomes a crisis. Many leaders understand the financial and cultural costs of burn-out, but employees feel that not enough is being done to protect their well-being.

Here are some tangible, proven ways to reduce the impact of burn-out in your organization:

1. Strengthen Communication Skills

People leaders and individual contributors alike need the skills to engage in productive conflict, give and receive feedback, speak openly about tough topics, and express ideas clearly. Clear, courageous communication reduces anxiety and builds psychological safety, two critical factors in preventing burn-out.

2. Invest in Upskilling and Reskilling

Employees become exhausted when their relentless efforts seem to benefit only the organization. But when they believe their work leads to opportunities, promotions, raises, special projects, recognition (and more), it recharges their motivation and restores a sense of purpose.

3. Show Leadership Support, Not Just Performance Pressure

Leaders who focus solely on driving performance will realize short-term gains, but long-term losses. Top talent will exit unexpectedly, mid-level performers will stagnate, and lower performers will disengage further. The alternative? Leaders who actively support employees through coaching, goal setting, listening, and resource alignment create resilient, high-performing teams.

This list isn’t exhaustive, but it’s actionable, and in today’s demanding work environments, taking these steps can dramatically increase engagement, energy, and retention.

Let’s Partner to Refuel Your Talent

At PROGENY1, we help organizations address burn-out through skill-building, mindset development, and human-centered leadership training. Let’s chat about how we can support your team and help you maximize your 2025 goals. Future sustainability starts with investing in your people today.