Reverse the Burnout Trend

Cathie Leimbach • October 11, 2022

The World Health Organization now considers “burnout syndrome” to be an official medical diagnosis! Over 50% of employees report feeling mentally exhausted and drained at the end of the day. 40% say they are functioning on autopilot at work. 

These realities lead to employee disengagement, dissatisfaction, and low productivity. Such stress leads to increased mental and physical health problems and an overall lower quality of life. What can workplace leaders do to create healthier organizations?

Let’s look at 3 leadership practices that can decrease employee stress, increasing their engagement, satisfaction, and productivity.

Work-life Flexibility

If your staff members aren’t customer-facing, working as part of a production process, or doing tasks that must be done at a certain hour or place, do they all have to have the same start and stop time or work in a specific location? If an office worker is regularly 20-minutes late due to the starting time of their affordable child care center, could they still fulfill their duties if their start and end times were delayed by 20 to 30 minutes?  If some employees spend two days per week at their desk, on computers and the phone all day, could they do that work just as well remotely rather than spending an hour each day commuting?

Recognizing People and Their Achievements

A common reason for leaving a job is not feeling valued and appreciated. Turnover is cut in half when employees feel recognized at least five times per year. In some studies the majority of respondents reported not feeling appreciated even once in the past year. Many supervisors feel that the pay check is thanks enough until employees are doing everything in their job description and more. Yet, employees want to know if they are doing their work well and if they are noticed and valued as a human being. Expressions of gratitude build relationships and trust, which reduces stress and increases workplace productivity and retention.

Listen

Loneliness is an epidemic in our society. Lots of people don’t have friends at work or outside work. When managers don’t take time to have conversations with their employees, workplace isolation can lead to poor productivity. When managers have regular one-on-ones with each staff member, individuals have a chance to share their successes, their workplace and personal trials, and ask for help when they are struggling. When managers ask open-ended questions to learn more about their team members and truly listen to their employees, understanding, rapport, and trust are built. Employees feel they belong; they matter to the organization and their leader. They are less likely to look for a different job and more likely to be engaged and productive at work.

What can you do to reduce workplace burnout in your organization? Are there opportunities to provide more work-life balance for your employees, to recognize their contributions, or to listen to and better understand your team members as valuable human beings? 

Inspire Positivity Through Hope

By Cathie Leimbach • August 5, 2025
Leadership isn't just about solving problems—it's about fostering a culture of hope. Hope is a powerful force that can transform workplaces, especially during challenging times. When leaders embody hope, they inspire their teams to believe in a brighter future and persevere through adversity. A hopeful leader sees beyond obstacles and focuses on opportunities. They set clear goals, celebrate small victories, and maintain a positive outlook even in the face of uncertainty. By nurturing hope, they empower their team to stay motivated and resilient. Imagine a workplace where every challenge is met with optimism and every setback is seen as a learning opportunity. That's the environment a hopeful leader cultivates—one where individuals feel supported, valued, and capable of achieving great things together. Let's embrace hope as a cornerstone of leadership. Together, we can create workplaces where positivity thrives, challenges are conquered, and success is a shared journey.

How Leadership Development Powers Economic Growth

By Cathie Leimbach • July 29, 2025
Rosabeth Moss Kanter, a respected professor at Harvard Business School, has spent her career connecting the dots between leadership and economic innovation. Her work shows that developing strong leaders doesn’t just benefit companies—it creates ripple effects that boost entire communities and economies. Effective leaders encourage teamwork, spark innovation, and help their organizations adapt to change. That kind of forward-thinking leadership attracts investment, drives productivity, and supports long-term growth. Kanter believes leadership isn’t a soft skill—it’s a strategic asset. She famously said, “Strategic leadership is an economic resource,” reminding us that developing talent is more than an HR initiative—it’s an engine for prosperity. But good leaders aren’t born overnight. Building strong leadership takes training, mentorship, and a commitment to continuous learning. And when businesses and governments make that investment, the rewards show up as better jobs, stronger institutions, and thriving local economies. Kanter’s research is clear: the path to economic progress starts with leadership development. If we want innovation and growth, we need people equipped to lead with vision and impact.  👉 Want to explore this connection further? Check out: How Good Leadership Helps Innovation and Growth