Burned Out But Not Broken: Coaching Employees Back to Life
Burnout is an organizational problem disguised as a personal one. Here's how to actually address it.
Burnout isn't laziness. It's not a lack of motivation. It's what happens when capable people are put in unsustainable situations for too long. And it's way more common than most leaders want to admit.
The Real Causes
Burnout rarely comes from working hard. It comes from: - **Lack of control**: Having responsibility without authority - **Unclear expectations**: Not knowing what "good enough" looks like - **Insufficient reward**: Not necessarily money — recognition, growth, purpose - **Unfairness**: Seeing others rewarded for less effort - **Values mismatch**: Being asked to do work that conflicts with your principles
Notice these are all organizational issues, not individual ones. You can't yoga and meditation your way out of a dysfunctional workplace.
What Actually Helps
For Leaders - **Ask before assuming**: Don't assume you know why someone is struggling. Ask. - **Reduce, don't add**: The answer to burnout is almost never "here's another wellness program." It's "what can we take off your plate?" - **Model boundaries**: If leaders send emails at midnight, the team will too — regardless of what the handbook says.
For Individuals - **Name it**: Burnout thrives in silence. Acknowledge what you're feeling. - **Identify the source**: Is it workload, relationships, lack of meaning, or something else? - **Set one boundary**: You don't have to overhaul your life. Start with one non-negotiable.
The Technology Angle
This is where automation genuinely helps. If someone is burning out because they're drowning in administrative tasks, automating those tasks isn't a band-aid — it's addressing the root cause. Give people back their time and they can focus on the work that matters to them.