Employee burnout results from chronic work-related stress that has not been successfully managed. Left unaddressed, it often leads to disengagement, reduced productivity and serious health concerns. Recognizing burnout early and taking proactive steps to address it improves well-being, enhances job satisfaction and strengthens workplace culture. Let’s explore how to identify common indicators of burnout and implement strategies to build a healthier, more resilient workforce.
What is burnout?
The Center for Research at WebMD Health Services defines employee burnout as feeling emotionally drained, negative about work, unable to make an impact and overwhelmed by workload.1 There are two types of burnout: acute and persistent. What are the differences? Acute burnout is short-term and caused by specific, high-stress work situations or events. Persistent burnout is ongoing, unrelenting stress and workplace pressures that persist without resolution.2
Acute burnout may be resolved relatively quickly if the stressor is removed or managed. Addressing persistent burnout requires commitment, patience and intervention at individual and organizational levels.2
By identifying those at risk for burnout early, we can create opportunities for intervention that enable a more engaged workforce and a culture where employees feel supported and empowered.
Identify common signs of burnout in the workplace.
Burnout is real. While burnout can affect employees at any stage of their careers, recent data highlights that Gen X experiences the highest levels of burnout, with a 60% increase from 2022 to 2024. Gen Z also reports high levels, while Baby Boomers show lower burnout scores but have still experienced a 40% increase.1
Recognizing the signs of burnout enables us to intervene before it escalates.
Burnout affects the body and mind.
Burnout drains employees on every level and can seriously affect one’s well-being. Symptoms show up in the form of chronic fatigue, irritability, difficulty concentrating and lack of motivation. Frequent headaches, digestive issues and sleep disturbances further impact physical health and well-being. While these symptoms may result from work-related stressors, they are not isolated to work.
A shift in attitude may signal trouble.
Employees may lose interest in their work, show little enthusiasm for new projects, or express frustration more frequently. Burnout can manifest as cynicism, marked by skepticism toward leadership or workplace initiatives, which can spread and damage team morale.
Productivity and performance start to slip.
Burnout makes it difficult for employees to stay focused and complete tasks efficiently. They may struggle with concentration, leading to frequent mistakes, overlooked details or missed deadlines. As work feels increasingly unmanageable, delays and performance declines follow. This affects individual employees, slows down projects and increases workloads for others.
Absenteeism and isolation become more frequent.
Employees experiencing burnout often take more sick days or are away from work more frequently than employees not experiencing burnout. When they are at work, they may withdraw or avoid meetings, collaboration and social interactions. Burnout often leads to feelings of isolation.
The feedback feels more personal than constructive.
Stress and emotional exhaustion may impact how employees react to feedback. Even well-intended constructive criticism may be internalized as overwhelming or unfair resulting from heightened feelings of sensitivity.
Let’s learn about factors that contribute to burnout.
What triggers burnout in the workplace?
A recent burnout study conducted by WebMD’s Center for Research found that one-third of employees experience persistent burnout and employee perceptions of burnout increased over 25% from 2022 to 2024.2 Burnout develops over time due to chronic exposure to workplace stressors. Recognizing common causes of employee burnout allows us to make meaningful changes that reduce burnout risk.
How to address employee burnout.
Organizations can take immediate steps to support employees experiencing burnout, but investing in a long-term strategy to prevent it at the organizational level is crucial.
1. Learn what your workforce needs.
What does this mean? First, create a clear definition of burnout and align your measurement strategy around this to enable your understanding of the issue and to guide your actions. Regularly assess and monitor the needs of your workforce. Go deep; segmenting data based on key employee groups to craft tailored burnout prevention and support strategies.
2. Adjust workloads and responsibilities.
Focus on workload and workflow management. Redistribute tasks, prioritize essential projects and set realistic deadlines to ease stress. Regular check-ins help managers understand workload concerns and provide necessary support. Temporary relief—such as delegating non-essential tasks or bringing in extra help—gives employees the space to recover.
3. Offer resilience and stress management training.
Provide employees with tools to manage stress levels and help them navigate workplace challenges. Resilience training, mindfulness sessions and time management workshops build coping skills. Techniques like deep breathing and structured breaks reduce stress. While these strategies may not prevent persistent burnout, they help employees manage symptoms and improve well-being.
4. Offer a supportive work environment.
A workplace that prioritizes employee well-being helps reduce burnout. Regular check-ins, feedback sessions and Employee Resource Groups create an open dialogue. Recognizing employees’ efforts, offering flexibility and promoting teamwork contribute to a healthier environment. When employees feel valued and supported, they stay engaged and motivated.
Explore more burnout prevention and recovery tips.
Create a workplace where employees thrive.
Organizations proactively create a healthier, more sustainable work environment when they:
- Support work-life balance – Help create realistic expectations and promote the use of paid time off.
- Foster open communication – Check in with employees often and offer feedback.
- Provide mental health resources – Offer additional support through well-being programs like WebMD Health Services.
- Recognize employee contributions – Improve motivation and engagement by valuing employees’ efforts.
- Offer flexibility – Reduce stress by offering hybrid and remote work options.
Learn more about how to prevent employee burnout and reduce burnout in the workplace.
Addressing employee burnout requires a comprehensive, organization-wide commitment to creating a healthier workplace culture. By learning to recognize the early warning signs of burnout, understanding its root causes and implementing proactive strategies to support employee well-being, organizations can build a more resilient and engaged workforce. For help future-proofing your workforce against burnout, request a demo or contact us at connect@webmd.net.
