Well-being isn’t a “nice-to-have” for today’s employees; it’s now an essential, considering how 66% of them are experiencing workplace burnout in 2025. Return-to-office (RTO) mandates intensify the stress of current work demands as well.

This pressing issue, however, is often a silent challenge that threatens morale, performance, mental health, and retention.

At the same time, properly addressing burnout requires the recognition of its manifestations among personnel—think of physical, emotional, or behavioral shifts—and an understanding of their root causes.

To better understand this phenomenon, we’ll dive into its intricacies, then share some interventions that enable healthy, productive, and supportive organizations.

Common causes of burnout

Workplace burnout doesn’t develop overnight; it stems from stressors that accumulate over time. We’ll tackle the typical ones first.

Excessive workloads

Employees inevitably reach their limits when they regularly deal with overtime, unrealistic deadlines, and insufficient support or resources. Dealing with such conditions over a prolonged period leaves them physically, mentally, and emotionally exhausted.

Asana’s Anatomy of Work Index, for instance, found 71% of knowledge workers experiencing burnout at least once in 2020, 46% of whom cite overwork as a primary reason.

Toxic company cultures

An environment plagued by blame, politics, or discrimination breeds work-related stress. Employees stuck in such workplaces, meanwhile, feel it’s unsafe to speak up, so they suffer in silence until they find a better option.

MIT Sloan, in fact, reports that a toxic culture is 10 times more powerful than compensation in terms of predicting an organization’s attrition.

Poor team dynamics

Cohesion among teams is vital, but weak leadership, micromanagement, miscommunication, and a lack of collaboration can break it, as they bring about confusion.

These elements also give rise to workplace conflict, a key contributor to stress, dysfunction, and dissatisfaction. When people feel isolated or unsupported by their peers or superiors, trust and synergy crumble—even small challenges become overwhelming.

Lack of meaningful work

Beyond responsibilities, people seek purpose. When there’s a divide between daily work and impact, even in mission-led organizations, employee engagement wears down.

McKinsey & Company, for example, states 70% of workers define their sense of meaning through work. Only 18%, however, find the purpose they’re after. Its absence ultimately removes what drives personnel, contributing to burnout.

Insufficient recognition and appreciation

Employees thrive off of validation, with 83.6% of them saying it affects their desire to succeed at work. Those who are recognized are also 73% less likely to “always” or “very often” feel burned out. When this area is lacking, however, they feel undervalued and their morale diminishes.

External stressors

Factors outside of work exacerbate employee struggles as well. Health, family, or financial issues can add to existing stress, leaving people vulnerable to burnout. Without the freedom to address such issues, their professional lives suffer.

A study by the American Psychological Association (APA) even states that those who lack work-life balance are more likely to report how their workplaces disrupt their mental wellness!

How workplace burnout impacts employees

Burnout isn’t just the fatigue you feel after a long week; it’s a recurring state of exhaustion due to prolonged stress. Left unaddressed, it leads to more serious effects.

Absenteeism and health concerns

Mental, emotional, and even physical issues can lead to employees taking frequent sick days—a coping mechanism needed for recovery.

This spike in absenteeism, however, is very costly. Absenteeism: The Bottom-Line Killer, a white paper by Circadian, reports that, per year, it nets businesses up to $3,600 per hourly worker and $2,660 for salaried employees!

Presenteeism and lower productivity

On the other hand, struggling personnel may still show up, but typically in an unproductive, mentally-disengaged state. But, since burnout impairs cognitive function, memory, and decision making, they’ll be unable to focus, perform, and solve problems consistently.

Mental health problems

33% of workers in the Philippines report experiencing burnout, greatly surpassing the global average of 20%. At the same time, 87% say they’ve felt at least one of these work-related mental health issues:

  • Fatigue
  • Difficulty sleeping
  • Stress and anxiety
  • Diminishing interest
  • Trouble concentrating
  • Lower self-confidence
  • Feelings of worthlessness
  • A loss of appetite or eating disorders

In worse cases, others even grapple with depression. Whatever the case, burnout’s ill effects ruin employee well-being.

Negative job outlooks

Consistent work exhaustion fosters disengagement. Disengaged employees, meanwhile, are more likely to voice their job dissatisfaction, having built pessimistic views of their career and employer.

This can lead to workplace toxicity, as negative attitudes may spread across teams and erode loyalty and motivation.

Turnover

The most tangible cost of burnout is the loss of talent, as those overwhelmed by challenges would typically see resignation as their only escape. 68% of Philippine employees, in fact, consider quitting when experiencing difficulties brought about by work-related stress.

Frequent turnover, meanwhile, drives up your talent acquisition costs and disrupts institutional knowledge and continuity.

Signs of burnout at work

Now that you know the roots of burnout and their effects, we’ll tackle their common, yet subtle, indicators. Spotting them early is critical, as it lets you address symptoms before they escalate.

Performance issues

Even the best employees suffer significant productivity drops once burnout kicks in. This is hard to miss, as it manifests through either unfinished tasks, missed project deadlines, or dips in output quality.

Avoidance

To cope with burnout, employees may shy away from additional assignments and stressful situations, as it prevents them from being overwhelmed. Procrastination may also become evident, since delaying tasks, no matter the simplicity, would help them avoid extra work.

Strained work relationships

Due to exhaustion, employees may exhibit signs of impatience and irritability, even a reluctance to collaborate. They may start disregarding interpersonal relationships as well, whether it be with their clients, colleagues, or managers.

These can result in friction among teams, compromising communication and eroding cohesion. It can even tarnish your brand!

Unintentional mistakes

Since burnout impairs cognitive function, your personnel’s usual thought processes may take a hit. Due to their inability to focus and make clear decisions, lapses in judgment and errors become a regular occurrence.

Fluctuating attendance

As mentioned earlier, burnout has negative mental, emotional, and physical impacts. When an employee begins to regularly arrive late, call in sick, or raise health concerns, they’re clearly suffering from issues that have built up over time.

How to prevent workplace burnout

According to the World Health Organization (WHO), employee burnout results from mismanaged chronic stress. Addressing it once it manifests is possible, but the most effective approach is proactive prevention.

Open communication and employee feedback

Psychological safety is a pillar of burnout prevention, but this requires an understanding of mental health struggles at work. The best source of insights are the people who experience them first-hand.

So, establish safe spaces where employees can candidly share concerns without fear of reprisal. Regular check-ins and pulse surveys, for example, can surface red flags early.

Consider context when evaluating performance

Metrics should be meaningful, not rigid. Account for what impedes individual performance, whether it be unclear goals, external stressors, limited access to support, or uneven workload distribution. For example, think of how productivity dips when navigating a crisis.

By avoiding excessive reliance on output-based barometers and including aspects such as well-being and collaboration, you reduce pressure and encourage sustainable performance.

Burnout assessment tools, like the Maslach Burnout Inventory (MBI), are also helpful gauges of employee well-being. 

Regularly assess workloads

Overwork is a leading cause of burnout, so avoid overwhelming your top performers. Be intentional about monitoring tasks and capacities across teams.

Regular check-ins or project reviews also ensure the even distribution of workloads. Project management tools can augment your efforts as well.

Foster a fair, honest, and respectful culture

Workplace toxicity is a strong driver of disengagement, as well as mental and emotional exhaustion. To combat this issue, commit to equity, transparency, and inclusivity. Reward integrity and address all instances of politics, favoritism, and discrimination swiftly.

Promote flexibility

Work-life balance is critical to wellness, and one-size-fits-all schedules no longer reflect the realities of modern life. Flexibility in how, when, and where people work supports employee mental health and productivity.

Besides providing remote and hybrid options, also allow personnel to work fluid hours and request workload adjustments when necessary. This allows them to maintain the balance between their personal and professional lives.

Bridge the gap between work and impact

As previously tackled, many employees find a sense of purpose through their work. By connecting their individual efforts to larger organizational missions, you give meaning to their contributions and fuel motivation.

Clearly communicate your personnel’s impact, whether it be through metrics or customer success stories.

How to remedy workplace burnout

Although prevention is ideal, you may already have individuals experiencing burnout’s symptoms. Fortunately, with the right interventions, they’re not irreversible.

Add talent thoughtfully, define roles early

Gallup research shows that only 44% of employees fully know what’s expected of them at work. This can be more evident when they consistently compensate for understaffing and the like.

Instances of role ambiguity and extra workloads, however, lead to confusion and frustration, as people frequently take on duties beyond their scope. To mitigate this issue:

  • Align your talent acquisition efforts with evolving work demands
  • Fill vacancies with the right people
  • Define distinct roles
  • Ensure accountability

Clarity guides personnel along a distinct path, lowering stress, enabling autonomy, and maximizing performance.

Promote mental wellness programs

Holistic support is essential to managing stress in the workplace. Wellness programs that address physical or mental health issues, in fact, lower absenteeism by 14% to 19%, while 60% of a RAND report’s respondents say they lower company healthcare costs.

So, offer resources that support employee well-being. Emovation’s ElevateMinds programs, for instance, are built on a comprehensive approach to mental health.

Our services aim to nurture the entire individual, encompassing initial wellness assessments to consultations and sessions with licensed mental health professionals.

Support employee development

Growth opportunities keep employees motivated and resilient. Those who spend time learning at work, in fact, are:

  • 47% less likely to be stressed
  • 39% more likely to feel productive and successful
  • 23% more prepared to take on extra responsibilities
  • 21% more likely to feel happy and confident

Invest in people’s career progression, whether it be through workshops, mentorship programs, or internal mobility pathways. By offering advancement and meaningful challenges, they’ll see a future with your organization.

Prioritize empathetic leadership

According to Forbes, research suggests empathy is the most important leadership skill, primarily because it supports multiple aspects of worker well-being:

    • Work-life balance: Empathy lets leaders place themselves in others’ shoes. When employees’ professional lives overwhelm personal areas and vice versa, they readily offer the necessary support.
  • Engagement and retention: When you value and respect individual circumstances, personnel become more invested in their roles and organization.

Instill emotional intelligence (EI)

Empathy is a key emotional intelligence (EI) skill, but not just for leaders. Developing it throughout the company enhances management and team dynamics, as it influences how people:

  • Face challenges
  • Manage their own emotions, as well as others’
  • Offer and take feedback
  • Resolve conflicts

Our EI programs go beyond these aspects. They also teach self-awareness, self-regulation, and social skills—capabilities that support harmonious work environments.

Normalize time off

Recovery is critical to fighting burnout and sustaining long-term performance. Many, however, share negative outlooks regarding their paid time off (PTO). For example, in the United States (US):

  • Under half of employees use up their allowed PTO
  • 47% feel guilty for taking a vacation
  • 68% report working while on their break

To ensure workers take regular breaks and vacation days without guilt, encourage and enforce strong boundaries between work and personal time.

Celebrate employee contributions

Validation impacts employees’ drive to do well, so consistently recognize their efforts. Authentic and timely rewards make their hard work feel more fulfilling as well. Make sure to:

  • Tie incentives to meaningful outcomes
  • Acknowledge small and major wins
  • Tailor rewards to their interests or hobbies

Displays of appreciation make people feel more valued, compelling them to invest more in their roles.

Questions for leaders: Do you ensure a burnout-free workplace?

Many workers leave leaders; not organizations. 82% in the US, for example, would quit due to incompetent managers. Burnout prevention starts at the top, and self-awareness ensures you contribute to a healthy workplace. Start by asking yourself these questions:

Do your processes make work easier or more stressful?

Complex or inefficient systems create unnecessary friction, wasting employees’ time and energy. Run regular process audits, then address any bottlenecks. Unnecessary meetings, poorly designed workflows, or clunky communication tools add to mental loads.

Do you concretely support your team’s mental health?

“Mental health days” aren’t enough if they aren’t backed by sustained, visible support—think of open mental health discussions and wellness programs. Employees must know that you care about them, not just their output.

Do you encourage a healthy work-life balance?

When workers feel like they’re on-the-clock, even after hours, they lose valuable recovery time. Respect their boundaries, avoid communicating, and let them enjoy their time off. Imbalances, even minor ones, can compound over time.

Do your people see clear growth paths?

Stagnancy can kill engagement and motivation. When employees can’t visualize a future with your organization, they agonize over their career trajectory. Burnout isn’t always about overwork; it’s also about feeling stuck.

Do you give them work that feels meaningful, not just busy?

A sense of purpose protects your employees from burnout. When they’re aware of how valuable their work is to the overall mission, they can cope with the associated stress.

Do you set an example for your team?

Leaders set the tone for their teams. If you visibly overcommit or experience burnout, they may view those behaviors as expectations, despite you telling them to take care of themselves. So, take breaks, leave on time, and show employees it’s okay to unplug.

Final thoughts: Lead with empathy in this burnout-prone world

Workplace burnout isn’t inevitable; it’s avoidable. And in today’s volatile business environments, prioritizing wellness isn’t optional; it’s a strategic imperative that ensures long-term sustainability.

By understanding burnout’s underlying causes, then taking preventive and proactive measures, you protect employees from a phenomenon that eats away at their well-being. Empathetic leadership, meanwhile, supports healthy approaches to establishing thriving workplaces.

If you’re looking to do the same, get in touch! We’ll walk you through how Emovation can support your organization’s efforts to prevent and manage burnout.