According to a study conducted by the Gallup organization, employee burnout is one of the biggest threats to organizations. A quarter of employees said they feel burned out at work “often or always.” 

The study also noted that employees who reported burnout were more likely to take a sick day and leave their job than those who didn’t. The good news is that your employees can reverse or address burnout.



According to the study, employees with a manager willing to listen to their concerns are less likely to experience burnout. This suggests that managers should regularly engage with their subordinates to improve their rapport and ensure that issues are raised more informally.

A trusting relationship with subordinates can also help managers ask more questions when they see someone struggling.

According to Adam Goodman, the director of the Center for Leadership at Northwestern University, managers should also talk about situations requiring more of their employees. This can help them avoid getting caught off-guard. He suggests that leaders should identify the circumstances that require immediate attention.


Work Together

According to Ben Wigert, a researcher at Gallup, workers are more likely to understand the stress of a job than managers are. He suggests that managers establish team goals and regularly engage with their subordinates.

He also suggests that managers regularly talk about team strengths and weaknesses, as well as recognize and reward their team members for their efforts.


Prioritize Strengths

The Gallup study also noted that employees who are given the opportunity to do what they want are more likely to avoid experiencing burnout.

According to Wigert, having a strong focus on the strengths of your team members can help them be more engaged and stay with the organization for a long time. He also claims that engaging them and finding them a good fit can help boost their performance.

One of the most critical factors that can prevent employees from experiencing burnout is having a solid relationship with their managers. According to Wigert, this individual is responsible for around 70% of the factors that can affect an employee’s engagement.

Individuals who struggle with their job due to their interests or strengths are more prone to experiencing burnout. According to Wigert, this type of problem can make working hard and exhausting even if the work isn’t overwhelming. Lack of passion for their job can also contribute to burnout.

Most people want to work for a company that is rewarding. However, if they don’t feel that their work environment or the nature of the job are contributing to their well-being, they might end up feeling like they have lost their self-worth.


Provide Purpose

According to the study, employees are less likely to experience burnout if they feel that their work is contributing to their well-being and that the company’s mission or purpose is essential to them. The research also noted that people do not just go to work to earn a paycheck. They want to find meaning in what their work does. Managers should show how their team members make a difference in the world by acknowledging how their contributions are valued.


While it’s important for employees to feel that their work is contributing to their well-being, it’s also important for them to understand how their work is useful and valuable to the company. Having a clear understanding of what work is important to the organization can help people make informed decisions.