Minisode: How to Be Better Than Burned Out

The Leadership Habit

How HR Leaders Can Prevent Burnout in the Workplace

Burnout is an issue that is becoming increasingly prevalent in today’s fast-paced workplace. Employees and leaders alike are feeling emotionally exhausted, overwhelmed, and disconnected, which negatively impacts not just individual performance but the organization as a whole. In this special minisode of The Leadership Habit podcast, Jenn DeWall addresses this critical issue, exploring burnout from both a leadership and HR perspective and offering strategies to help reduce stress and improve work-life balance.

The Growing Risk of Burnout

Burnout is more than just stress—it’s the accumulation of unchecked stress over long periods of time, which can lead to burnout and have serious consequences for employee engagement, productivity, and overall health. Jenn notes that “Employee mental health is at an all-time low, and almost 90% of workers have experienced burnout within the past year.” For leaders and HR professionals, recognizing the signs of burnout is essential to addressing the root cause before it leads to long-term damage.

Jenn emphasizes the importance of understanding burnout not just in terms of individual workers but also across teams and entire organizations. She explains that burnout “negatively impacts organizational performance” and warns that “we can’t resolve it if the people who are expected to solve it are also burned out.” This sentiment highlights the crucial role of HR teams in both preventing and managing burnout, yet many HR professionals are themselves at high risk of burnout.

The Impact on HR Teams

While human resources teams are often tasked with solving burnout across an organization, they, too, are vulnerable to feeling overwhelmed. Jenn shares concerning statistics: “95% of HR leaders find working in HR to be overwhelming due to excessive workload and stress,” and “81% report feeling burned out.” When HR professionals experience burnout, it compromises their ability to support the rest of the organization. This leads to a vicious cycle where both employees and HR teams are suffering from burnout, creating a ripple effect that can harm the company’s long-term success.

Jenn points out that “HR needs support too” and emphasizes that addressing burnout in HR teams is as vital as addressing it in any other part of the organization. Leaders need to ensure that HR professionals have the resources they need to perform their roles effectively without compromising their own well-being.

Recognizing the Signs of Burnout

Understanding the early signs of burnout is key to preventing long-term consequences. Jenn breaks burnout down into five stages, starting with the honeymoon phase, where new employees might still feel optimistic and motivated despite a little stress. However, when stress goes unchecked, it can progress into more severe stages, eventually leading to habitual burnout.

Some common signs of burnout include:

• Emotional exhaustion
• Difficulty focusing
• A sense of hopelessness
• Mood swings and irritability
• Chronic fatigue and poor sleep
• Feeling disengaged from work or isolated from colleagues

Leaders must pay attention to these signs, not just in their employees but in themselves. Burnout can often creep in slowly, and by the time it becomes apparent, it may already be causing significant damage.

Supporting Employee Wellbeing

Creating a workplace that prioritizes employee well-being is essential for reducing the risk of burnout. Jenn emphasizes that fostering a sense of belonging within teams can go a long way toward preventing burnout. “Workers who feel a strong sense of belonging at work are almost two and a half times less likely to feel burned out,” she explains. When employees feel connected to their team and supported by their leaders, they are more resilient in the face of stress.

Leaders can also reduce burnout by encouraging better work-life balance. Jenn highlights the importance of setting clear priorities, taking regular breaks, and practicing self-compassion. She advises against working through lunch or sacrificing personal time, noting that “your brain actually needs an opportunity to focus on something different.” These small adjustments can reduce stress and improve overall job satisfaction, helping employees feel less overwhelmed.

The Role of Leadership Development

One of the most effective ways to reduce burnout is through leadership development. Jenn’s experience facilitating Crestcom’s leadership development has shown her how the right training program can give leaders the tools they need to manage their own stress and support their teams. She emphasizes, “Leadership development empowers leaders to take ownership over how their actions contribute to the success of others or the outcomes that they see.”

Leadership development also plays a critical role in improving emotional intelligence, which helps leaders better understand and manage their emotions as well as the emotions of those they lead. By learning how to navigate difficult situations, handle conflict, and build stronger relationships, leaders can reduce stress for themselves and their teams, preventing burnout from taking root.

Jenn explains that leadership development programs like those offered by Crestcom can build resilience in both leaders and employees by providing tools to handle the constant change and disruption in today’s workplace. “Leadership development is one of the best things you can do to support your team,” Jenn says. It’s an investment in both individual and organizational well-being that can pay off in the long term.

A Practical Framework for Overcoming Burnout

To help leaders and employees address burnout, Jenn shares a simple yet effective four-step framework: Stop, Reflect, Act, and Commit. The key is not to jump straight into action but to take the time to understand what is causing the burnout first.

1. Stop – Jenn encourages leaders to pause and ask themselves, “How long are you willing to continue this way?” Acknowledging burnout is the first step toward addressing it.
2. Reflect – Take the time to reflect on the root causes of burnout. Is it driven by internal pressures, such as perfectionism, or external demands from the organization?
3. Act – Once you understand the root cause, you can take steps to address it. This might involve setting better boundaries, asking for clearer priorities, or learning to say no.
4. Commit – Burnout recovery requires commitment. “It’s not going to be fixed with one yoga class or one therapy session,” Jenn reminds us. Leaders must stay the course and continuously reflect on their progress to avoid falling back into burnout.

Conclusion

Burnout is a pervasive issue that affects employees and leaders alike, but it doesn’t have to be inevitable. By understanding the signs of burnout and taking proactive steps to reduce stress, leaders can create healthier, more supportive workplaces. Leadership development plays a crucial role in equipping leaders with the tools they need to navigate stress, foster emotional intelligence, and build resilient teams.

As Jenn DeWall explains, “Leadership development is one of the best things that you can do to support your team.” Whether it’s promoting work-life balance, encouraging employee engagement, or offering support to overwhelmed HR teams, taking steps to prevent burnout can lead to long-term success for both individuals and organizations.

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