Workplace burnout has reached alarming levels - 89% of professionals report a deteriorating work-life balance, while 77% have experienced burnout in their current role. Yet, this crisis is routinely mischaracterised as a personal failure rather than what research reveals it to be: a collection of organisational issues.

In fact, UC Berkeley researchers have identified six core drivers of burnout: unsustainable workload, lack of control, insufficient rewards, unsupportive community, unfairness, and mismatched values. Despite this evidence, many companies treat burnout as an individual shortcoming, suggesting employees simply need better time management, resilience, and yoga.

To prevent burnout, we need a fundamental shift in how organisations approach work. This means implementing structural changes like realistic staffing levels, clear boundaries around work hours, and management practices that focus on sustainable productivity rather than maximum output.

The journey through burnout

Four years ago, burnout caught up with me. The pressure of high-paced projects and an always-on mindset left me mentally, physically, and emotionally drained. My company's support gave me space to step back, recalibrate, and rebuild my approach to work.

The decision to take a sabbatical proved transformative. Working with a coach during this time, I focused on three key areas:

• Re-energising: Restoring physical and mental well-being
• Recalibrating: Identifying work patterns and stress triggers
• Realigning: Adjusting priorities to match personal values

This period of reflection led to an unexpected revelation: 5-day in-office culture wasn't serving my ideal work-life integration. I needed to gain the tools to prevent work from seeping into every corner of my life, let go of the 'always on' mindset, and create clear boundaries. 

3 ways to prevent burnout in the workplace

Through my journey working with remote and distributed teams, I've found ways to maintain productivity while protecting against burnout. Here's how I approach it:

1) Make your workload sustainable
I work closely with my clients and teams to create realistic delivery schedules that work for everyone. I focus on building effective processes for both real-time and async collaboration to allow us to stay connected while respecting each person's time and work rhythm.

How I implement it:

• Create clear team guidelines about response times and meeting schedules
• Set up structured async check-ins to reduce meeting fatigue
• Establish "deep work" windows for the team to maintain focus
• Build in buffer time between deliverables to prevent exhaustion
  

2) Lead with empathy and purpose
Burnout isn't just about working too much – it's about losing connection with what makes work meaningful. This is why I practice empathetic leadership because it allows me to recognise my and my team's behaviours and circumstances before burnout occurs.

How I implement it:

• Having meaningful 1:1s where we discuss more than just tasks and deadlines
• Creating safe spaces for team members to share their challenges and concerns
• Actively looking for signs of overwhelm or disconnection in my team
• Leading by example in maintaining work-life boundaries and speaking openly about wellbeing

3) Prioritise your physical and mental wellbeing

Taking care of ourselves is essential to maintain sustainable high performance in demanding roles. So, when working with distributed and remote teams, I prioritise my well-being and encourage my team to do the same – it allows us to bring our best selves to work each day.

How I implement it:

• Talking about daily routines that prioritise quality sleep and nutrition
• Celebrating team members' hobby progress, no matter how small
• Taking time to acknowledge birthdays and life milestones together
• Leading by example with regular re-energising breaks throughout the day

Preventing burnout: start small and make it a priority 

There's no easy solution to burnout, and that can feel paralysing. However, both companies and employees need to start with small, practical steps - otherwise, the challenge will seem too big to tackle. Meaningful change happens gradually, through consistent efforts.

To create a healthy workplace, wellbeing must be a core business priority. Organisations can develop clear communication plans, offer health and safety support programmes, and drive a culture of openness, empathy, and psychological safety where people feel valued and heard.

As an employee, if you're feeling overwhelmed, reaching out for help is not a weakness - it's a sign of self-awareness and strength. Whether it's through coaching, workplace support, or peer communities, resources are available to help navigate these struggles.