We hear a lot of concerns regarding employee burnout. It is a very real concern and a very complex issue that must be addressed on multiple levels. A systems view and approach are necessary to eliminate and prevent burnout and stress, think both organizational and employee resilience.
While there is no quick fix or magic bullet, there are recommendations to prevent the symptoms of burnout before they get severe. Burnout leads to:
- Emotional and physical exhaustion,
- Irritability,
- Zapped energy,
- Severe fatigue,
- Well-being bottoms out as does productivity.
…To name a few. The issues are widespread. In fact, results of a recent Gallop well-being survey conducted in February 2025 (Employee Well-Being Indicator ) found that,
- 52% of U.S. workers are stressed,
- 44% report they are worried,
- 24% feel sadness,
- 22% report feeling anger
The survey also indicated that,
- Only 33% of employees reported that they are striving,
- 58% reported that they are struggling,
- 9% reported that they are suffering.
This does not bode well for employee health, well-being, and safety, nor for organizational success. Gallop measures well-being to quantify the extent to which employees are living their best lives. According to Gallop, “Thriving employees fuel a thriving workplace,” what we at Dimensions refer to as Organizational Well-Being.
Organization Well-Being and Employee Well-Being are inextricably connected. Our research indicates that when employees struggle, experience negative emotions, or feel burned out, the organization also suffers. The reverse is also true, when the organization has a toxic work environment, the employees suffer. This is why a systems view is required – assess the work environment, leadership skills, and employee well-being.
In our recent blog on Emotional Intelligence (EI is Essential for Today’s Leaders) we outlined the core components that are essential qualities for great leaders. Emotionally Intelligent (EI) leaders have enhanced self-awareness, enabling leaders to understand their own emotions and how they impact others. This self-awareness fosters empathy, allowing leaders to understand and address the emotional needs of their team and fosters a psychologically safe workplace. We mentioned in the blog that it is the ‘how’ that matters rather than just what the leader ‘does.’
An HBR blog published in May 2025 (When the Best Leadership Skill is Just Being Present) reinforces this with their findings that when leaders are ‘attuned,’ (the ‘how’) it shifts employees experience stress, being overwhelmed and overworked, and burned out.
The authors state that “attunement is the art of full-body, non-judgmental presence.” Attunement is actively listening to an employee, letting them know that they are seen, heard, and safe. It is not about the leader trying to fix or change anything – (the ‘doing’). It is just acknowledging how the employee feels.
Learning, understanding, and practicing skills such as:
- self-awareness,
- active listening,
- effective communication,
- humility,
- curiosity, and
- respect, for example,
foster the leader’s well-being, the employee’s well-being, and organizational well-being. These leadership skills – EI – enhance a thriving workforce and workplace. Developing ‘attuned,’ emotionally intelligent leaders prevent burnout. This doesn’t require reducing workloads or productivity. In fact, we all work harder and are MORE productivity when we feel our work is meaningful and our efforts are appreciated – that’s thriving!
In 2023 Gallop published (WorkHuman Resource Report on Thriving) that after the COVID pandemic fewer than 1 in 4 employees felt that their organization cared about their well-being. Yet, when employees feel authentically heard, recognized, and appreciated, their well-being is enhanced.
This requires a safe and sound culture that is cultivated by practicing the leadership qualities of being attuned – of developing emotionally intelligent leaders. It is a safe and sound culture based on strong connections and relationships. It is a workplace that is physically, socially, psychologically, and emotionally safe. A safe and sound culture is essential for a thriving workplace and thriving employees!
On a scale of 1 – 5, consider,
- How prevalent burnout and stress are among employees and also managers?
- How would your employees rate your organization and leaders for EI
- How would employees rate your organization for a safe and sound culture?
- Do your employees have skills, resources, support, and flexibility?
- What is needed to fill any gaps? Just beginning the journey to fill gaps will have a significant impact!
A quick fix will have limited success in providing relief. Yes, more effort may be needed, but in the long run tackles the issues and prevents devastating struggles for all. Just beginning the journey and taking small steps will have an impact!
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