February 5, 2026 | Paige Wharton

Burnout is no longer just a buzzword—it's a very real experience for workers everywhere. For many people, it shows up as ongoing exhaustion, a feeling of being overwhelmed, and a sense that no matter how hard you work, it’s never enough. The World Health Organization defines burnout as a result of chronic workplace stress that hasn’t been successfully managed, affecting energy levels, engagement, and effectiveness at work.  

In recent years, one major driver of burnout has been the widespread push for businesses to “do more with less.” In theory, this phrase suggests increased efficiency, but in practice, it often means employees are expected to take on more responsibilities with fewer people, smaller budgets, and shrinking support systems. While this strategy may help reduce costs in the short term, it increases workload, blurs boundaries between roles, and amplifies stress—all of which contribute to burnout.  

Left unaddressed, burnout can quietly erode mental and physical health, strain relationships, and diminish productivity and job satisfaction.  

Where Burnout Comes from and What It Really Means 

Burnout doesn’t come from one deadline or a tough week. It develops over time as people are repeatedly exposed to high demands without enough support or recovery time. When workers consistently juggle heavy workloads, shifting priorities, unclear expectations, and limited resources, stress becomes chronic rather than temporary. Research has shown that heavy workloads, unreasonable time pressure, lack of control, and inadequate support are among the primary factors associated with burnout.  

When someone is burned out, it affects both the mind and the body. In everyday terms, burnout often feels like running on empty no matter how much rest you get. At its core, burnout is not a personal failure—it is a signal. It tells us that demands are consistently exceeding available resources, whether those resources are time, energy, emotional bandwidth, or support.  

Burnout also has organizational impacts: employees who are burned out are 63% more likely to take sick days, disengage from their work, and 2.6 times as likely look for other opportunities—which costs organizations in turnover, lost productivity, and institutional knowledge.  

Understanding burnout as a systemic  problem rather than an individual weakness is the crucial first step toward meaningful prevention and recovery.  

How “Doing More with Less” Fuels Stress 

Many businesses today are operating leaner than ever, especially local governments. The idea of “doing more with less” may seem like a smart business strategy when budgets are tight. But for employees, it often translates into doing the work of multiple people, stepping into roles without adequate training or compensation, and constantly increasing output without increasing support. Burnout doesn’t just stem from working harder; it comes from regularly stretching beyond sustainable limits.  

Experts increasingly note that this mentality of stretching operations too thin contributes directly to burnout. Some workplace commentators even describe burnout as an organizational issue rooted in cultures that reward ever-increasing productivity without providing the resources people need to succeed.  

When employees feel under-resourced and overextended, stress accumulates quietly and steadily. People begin to push themselves harder, take fewer breaks, skip vacations, and blur boundaries between work and life just to keep up. Over time, these patterns weaken resilience and wellbeing as they contribute to anxiety, depression, cardiovascular strain, weakened immune function, and higher rates of absence and turnover.  

How to Mitigate Burnout: Rest, Boundaries, and Managing Overtime 

Preventing and recovering from burnout requires both individual action and organizational support. While systemic change is essential, there are practical steps individuals can take to protect their wellbeing.  

Time off is not a luxury—it is a health necessity. Regular breaks allow the nervous system to reset and reduce the accumulation of stress hormones. Using vacation days fully, taking short breaks during the workday, and disconnecting from work communications while off duty can meaningfully improve mood, focus, and resilience.  

Equally important is setting boundaries. Burnout often stems from chronic overcommitment and a culture that rewards constant availability. Saying “no” when your plate is full is not a flaw; it is a form of self-respect and sustainability. Communicating workload concerns early and realistically assessing capacity can prevent resentment and protect long-term performance.  

There are times when overtime is necessary, such as during peak periods, special projects, or emergencies. However, when overtime becomes the norm rather than the exception, it can accelerate burnout. According to the Occupational Safety and Health Administration (OSHA), extended work hours are associated with increased fatigue, high error rates, reduced productivity, and greater risk of anxiety, depression, and chronic health conditions.  

If overtime is unavoidable, managing it intentionally can reduce harm. Tracking hours and energy levels, scheduling recovery time afterward, and advocating for realistic deadlines or additional support can help prevent prolonged strain. From an organizational perspective, addressing staffing shortages, workload distribution, and process inefficiencies is critical to long term burnout prevention.  

Keeping Mental Health in Good Standing  

Just like physical health, mental health benefits from ongoing care. Simple daily habits such as consistent sleep patterns, regular movement, nutritious meals, and time outdoors support emotional regulation and resilience. Activities like deep breathing, short walks, or moments of mindfulness during the day can help reduce stress and improve focus.   

Social health also plays a key role in avoiding burnout. Staying connected with colleagues, friends, and loved ones reminds us we’re not alone in our challenges. Talking openly about stress and seeking support when needed are proactive steps toward wellness.  

Many health plans include coverage for mental health counseling, employee assistance programs, and wellness resources. Using these benefits is a proactive investment in long-term health, not a last resort.  

Creating a Culture of Sustainable Wellbeing 

One of the most powerful and often overlooked tools for addressing burnout is simply talking about it. Many employees carry stress quietly, assuming they are the only ones struggling or that speaking up could be seen as a weakness. Creating intentional space for conversation helps normalize these experiences and signals that wellbeing matters.  

One practical way to do this is by incorporating burnout, workload, and capacity check-ins as a recurring meeting agenda item. Even a brief, structured discussion during team meetings or one-on-ones can open the door for honest dialogue. Leaders might ask simple questions such as: How is everyone’s workload feeling this week? What’s been most draining lately? Where do you need more support or clarity? These conversations don’t have to be heavy or overly personal—their purpose is to surface pressure points before they become crises.  

When organizations invite feedback about workload and stress, they gain valuable insight into where expectations may be misaligned with capacity. Over time, these discussions can lead to employees feeling 13% more confident in their performance, 63% fewer callouts, and staff 2.6 times more likely to stay with their employer. Just as importantly, they help employees feel seen, heard, and supported.  

Encouraging open conversation also reduces stigma around mental health. When leaders model vulnerability, for example, by acknowledging busy seasons, fatigue, or their own need for boundaries, it gives others permission to do the same.  

Burnout is not a sign of inadequacy—it's a sign that systems, expectations, and support need adjustment. With awareness, proactive habits, and supportive workplace cultures, it is possible to create environments where people thrive instead of just survive.  

Your health is your most valuable asset—and protecting it is always worth the time.  

For more information on burnout and workplace stress, view our webinar on burnout, the World Health Organization’s coverage on burnout and stress, and the American Psychological Association’s workplace stress resources.  

If you or someone you know is struggling with burnout or mental health challenges, consider reaching out to a licensed mental health professional or using your available health and wellness benefits.