On 27th February, we’ll be bringing together Learning & Development (L&D) managers for a virtual event to discuss one of the most pressing workplace challenges – burnout – and exploring ways to combat it. Here we look at what causes burnout, the warning signs and what you can do to help.
As workloads pile up and uncertainty continues, employees are feeling the pressure more than ever. With redundancies, tight budgets and constant change becoming the norm, the demand to do more with less has never been more real. The result? Exhaustion, disengagement, and a talent drain that businesses can’t afford to overlook.
L&D leaders have a key role to play in preventing burnout and creating a company culture that values well-being and balance. Recognising the early warning signs and taking proactive steps can make all the difference.
What’s causing employees to burn out?
Employees are facing a perfect storm of pressures, with multiple factors contributing to burnout across the workplace. Here’s a look at some of the causes:
Workloads spiralling out of control: Employees are being asked to do more due to redundancies and hiring freezes.
Budgets being squeezed: Tight budgets mean no extra hands to share the load.
Constant change and uncertainty: Restructures, shifting priorities, and economic stress create ongoing instability.
The ‘always-on’ culture: Technology has blurred the boundaries between work and personal life, making it harder to switch off – especially in remote and hybrid setups.
Lack of recognition: When hard work goes unnoticed, motivation drops.
Unclear priorities: Ever-changing goals and expectations leave employees feeling lost and overwhelmed.
The warning signs
Burnout doesn’t happen overnight, but the signs are often glaring once you know what to look for. Here are a few red flags:
Increased absences: More sick days or staff struggling to complete tasks on time.
Drop in productivity: More mistakes, slower work, and a general decline in quality.
Disengagement: A once-motivated employee becoming withdrawn or indifferent.
Emotional shifts: Rising frustration, anxiety, or tension in everyday interactions.
Avoidance of collaboration: Pulling back from meetings, team discussions, or projects.
Physical symptoms: Complaints of headaches, exhaustion, or sleep issues linked to stress.
What L&D leaders can do to help
L&D leaders aren’t just in a position to manage burnout when it happens, they can help build a workplace culture that prevents it. Here’s how you can lead the way:
Push for realistic workloads: Advocate for fair task distribution and challenge unrealistic demands.
Equip employees with time management skills: Help teams prioritise effectively to avoid overwhelm.
Encourage healthy boundaries: Create a culture where late-night emails and weekend work are exceptions, not the rule.
Train managers to recognise burnout: Provide leaders with the tools to spot stress and offer meaningful support.
Foster open conversations: Build an environment where employees feel comfortable discussing workload pressures.
Provide mental health support: Offer access to well-being resources, stress management training, and employee assistance programmes.
Recognise and reward effort: A simple ‘thank you’ or public recognition can go a long way in making employees feel valued.
By addressing burnout at its roots businesses don’t just retain talent, they create a culture where people can truly thrive. The cost of ignoring it? A workforce running on empty, with a business that suffers as a result.
Join us at our virtual event – The Burnout Cure: Strengthening Workplace Relationships – on 27th February from 12 pm to 1.30 pm (GMT) to learn more.
To secure your place, register here.
