Johanna H. Lundgren, an ICF-certified executive coach with over 15 years of experience, will discuss her concept of Relationship Debt and its impact on employee burnout as part of our virtual event on 27 February. In this article, we introduce the idea, and how effective leadership ensures that Relationship Debt doesn’t spiral out of control.
Burnout has become a significant concern in the workplace, with alarming statistics highlighting its widespread impact. According to Mental Health UK’s Burnout Report 2025, 91% of adults in the UK reported experiencing high or extreme stress over the past year. One in five employees has taken time off work due to stress-related burnout, with younger workers (aged 18–24) being the most affected. Despite the severity of the issue, many employees remain hesitant to discuss their struggles with managers, which further exacerbates the problem.
While much of the discourse around burnout centres on excessive workloads, tight deadlines, and insufficient resources, Relationship Debt is a new concept that highlights a significant yet often overlooked factor: Interpersonal Dynamics.
ICF-certified executive coach Johanna H Lundgren introduced the concept of Relationship Debt in her recent research paper, Relationship Debt and Its Impact on Employee Burnout in Private Western Technology Companies
She suggests that Relationship Debt accumulates when workplace conflicts, broken promises, and unfair treatment go unresolved, making it increasingly difficult for employees to trust and collaborate. Heavy workloads and emotional exhaustion further contribute, leaving little energy to foster positive relationships.
When communication falters and trust diminishes, these issues escalate, resulting in stress, burnout, and disengagement. Over time, teams struggle, productivity declines, and the workplace becomes toxic. Addressing Relationship Debt promptly through open discussions and fair treatment encourages a healthier and more supportive work environment.
Unlike workload stress, which is immediate and quantifiable, Relationship Debt accumulates gradually. It manifests through persistent, unresolved interpersonal tensions, ignored feedback, and employees feeling undervalued or unheard. Initially, these conflicts may seem minor, but over time, their cumulative effect can lead to emotional exhaustion, cynicism, and disengagement—key precursors to burnout.
Leadership’s role in managing Relationship Debt
Effective leadership ensures that Relationship Debt does not spiral out of control. In workplaces where leaders are proactive about resolving conflicts, fostering open communication, and creating an environment where employees feel valued and heard, the levels of Relationship Debt tend to be lower, and the risk of burnout is reduced.
Leaders need to create an environment where employees feel comfortable expressing concerns, knowing that those concerns will be heard and addressed. When Relationship Debt is allowed to build, it erodes trust, and trust is the foundation of a healthy workplace culture.
Addressing Relationship Debt: A proactive approach
Addressing Relationship Debt is not just about employee well-being; it is a strategic imperative for organisations that aim to enhance productivity and sustain a healthy workplace culture.
The good news is that Relationship Debt can be addressed, but it requires proactive leadership and a focus on rebuilding team trust and resilience.
Johanna H Lundgren stresses the importance of early intervention – leaders need to tackle interpersonal conflicts before they escalate. This could involve regular one-on-ones, feedback sessions, or creating safe spaces where employees can voice concerns without fear of reprisal.
Johanna H Lundgren will share more about how Relationship Debt impacts burnout and discuss practical strategies to rebuild trust and team resilience at our virtual event – The Burnout Cure: Strengthening Workplace Relationships, on 27th February from 12 pm to 1.30 pm (GMT).
To secure your place, register here.