Burnout in the Workplace: The Hidden Cost of High Performance
Burnout in the Workplace: The Hidden Cost of High Performance
We don’t talk about this enough: burnout isn’t always loud. It doesn’t always announce itself with tears or breakdowns. Sometimes, burnout hides behind high productivity, packed calendars, and glowing performance reviews—until something breaks.
The Zoom Call
I was working with a manager recently. She was exactly what you'd call a "high performer." Her calendar was packed wall-to-wall with meetings and deadlines. She had to reschedule me several times to fit me in. But she was sharp. And she got things done. She was reliable.
But behind the scenes? She was unraveling.
She was battling insomnia, constant brain fog, and a gnawing sense of emotional detachment. She told me she couldn’t remember the last time she felt genuinely energized or excited about her work. She thought she just needed a few good nights of sleep. A long weekend. Maybe a better pillow.
Her breaking point came unexpectedly, in the middle of a Zoom call.
She blanked on the name of a long-time client—someone she’d worked with closely for years. The client was visibly offended. And Rachel? She was crushed. When she told me about the incident, the embarrassment on her face said it all.
She blamed it on lack of sleep. But it was much deeper than that.
She wasn’t just tired.
She was burned out. Full stop.
Burnout Isn't a Personal Failure—It’s a Cultural One
Burnout doesn’t always look like crying at your desk or storming out of the office. Sometimes, it looks like high-functioning exhaustion—when you’re still showing up, still checking off boxes, but every task costs more energy than it should. When your clarity, creativity, and joy slowly leak out—and nobody notices.
Here’s the truth:
Burnout is not a weakness.
It’s not a lack of grit.
And it’s definitely not your fault.
More often than not, burnout is the natural outcome of workplace systems that push output to the point where rest and boundaries are combined with guilt.
How Does This Happen?
As I reflect on this issue and the dozens of similar stories I hear regularly—I realize something unsettling: In many workplaces, being "always on" has become normalized. The unspoken cultural messaging is subtle but detrimental:
"If you’re not exhausted, are you even working hard enough?"
"Mental health? Sure, but don’t let it interfere with deadlines."
Even though conversations around mental health in the workplace have increased, the changes often feel performative. Sharing mental health memes during awareness week doesn’t erase the truth: burnout is embedded into many company cultures.
If you’ve ever felt like it’s all too much, please hear this:
You’re not weak.
You’re not broken.
You’re human.
And humans need more than motivation. We need rest, balance, and recovery.
What Burnout Really Looks Like
The World Health Organization defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed. It includes:
Exhaustion: Emotional and physical depletion.
Cynicism: Mental distancing from the job or detachment from team members.
Inefficacy: Feeling unaccomplished or incapable, even when performing well.
Burnout hides in plain sight—especially among top performers. The ones who "always have it together." The ones who never ask for help.
And because these people keep functioning, their distress often goes unnoticed. Until they quit. Or collapse.
Organizational Causes of Burnout
Let’s break down what’s really driving this burnout epidemic. Spoiler: it’s not laziness, poor time management, or lack of yoga.
It’s structural.
1. Excessive Workloads and Unrealistic Expectations
When employees are expected to do more with less—fewer resources, tighter deadlines, smaller teams—burnout becomes inevitable. And high achievers get hit the hardest. They’re often the go-to people for every emergency or last-minute request.
2. Performance Punishment
This sneaky workplace pattern rewards competent employees with more work—but without more pay, recognition, or support. The unspoken logic? “They’re good at it, so let’s give them more.” Over time, this erodes morale and creates resentment.
3. Lack of Control or Autonomy
Micromanagement and rigid systems make employees feel powerless. When people have little say in how, when, or where they work, stress accumulates. Empowered employees are more resilient—and more engaged.
4. Poor Recognition and Feedback
When you give your all and it goes unnoticed? That’s a fast-track to burnout. Meaningful feedback, public recognition, and even a simple thank you go a long way in protecting mental well-being.
5. Toxic Positivity and Culture Gaps
A workplace that says “we support mental health” but creates retribution situations when people take mental health days? Employees need to know that support is real, actionable, and stigma-free.
The Impact: Burnout Doesn’t Just Hurt People—It Hurts Business
Think burnout only affects individual employees? Think again. It’s a productivity killer, a culture killer, and a turnover rocket.
Some business consequences include:
Reduced innovation and creativity
Decreased employee engagement
Higher absenteeism and presenteeism
Increased healthcare costs
Skyrocketing turnover
According to Gallup, burned-out employees are 63% more likely to take a sick day and 2.6 times more likely to look for a new job. And when your best people leave? That costs real money and morale.
How Leaders Can Address Burnout
If you’re a leader, manager, or HR professional, it’s time to go beyond posters and pizza parties. Here's how to start shifting your culture:
Normalize Mental Health Days
Encourage your team to take time off without guilt or over-explaining. Build it into your policy. Walk the talk.
Model Boundaries
Don’t send emails at midnight and tell people to unplug. Set boundaries yourself so your team knows they can too.
Measure Workload, Not Just Output
Use real metrics to ensure workloads are sustainable. Adjust staffing and redistribute work before people hit a wall.
Train Managers to Spot the Signs
Managers should be able to recognize subtle burnout indicators and have real conversations about workload and wellness.
And the Big One - Create Psychological Safety
If people are afraid to speak up about their stress, the system is broken. Create space for honest conversations without punishment or shame.
What Employees Can Do to Protect Their Energy
While systemic change is essential, individuals can still take steps to protect themselves while the larger ship turns.
Set Boundaries Relentlessly
Protect your time. Say no when needed. Communicate clearly about availability and unplugging.
Listen to Your Body
That afternoon crash, that Sunday dread, that brain fog? These are signals—not flaws. Treat them like red flags, not signs of weakness.
Invest in Recovery Time
Sleep, movement, creative hobbies, time in nature—these aren’t luxuries. They are essential tools for stress regulation and nervous system balance.
Find Your Allies
Talk to trusted colleagues or a coach. You don’t have to navigate this alone.
A Global Perspective: It's Not Just You
Burnout is not unique to any one industry or country. Even governments are stepping in. In South Korea, known for its intense work culture, new laws now cap the workweek at 52 hours to prevent burnout-related suicides and health crises.
In Europe, the “right to disconnect” is being adopted into law in several countries, mandating that workers are not expected to answer calls or emails after hours.
These changes reflect a global recognition that we can’t keep working this way—and that change is not only humane, but economically smart.
The Future of Work Requires Humanity
Technology, automation, and remote work have shifted how we do business—but they haven’t removed our humanity. If anything, they’ve made it clearer:
We can’t optimize our way out of burnout.
We have to humanize our workplaces.
Real innovation, loyalty, and brilliance come from people who feel safe, supported, and whole—not just productive.
Final Thoughts: Let’s Stop Glorifying Burnout
As I reflect on this situation, I am convinced that if we don’t change the way we work, we’re going to keep losing our best people not to competitors, but to burnout. I believe it is time for a new model of success—one that includes rest, respect, boundaries, and a radical commitment to well-being.