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? 

3 Ways Toxic Workplace Culture Hurts Everyone

By Cathie Leimbach • June 24, 2025
A toxic workplace can make even the best job feel like a nightmare. When negativity takes over, it creates serious problems that affect everyone involved. Lower Productivity and Performance - When employees feel stressed, unappreciated, or constantly criticized, their work quality drops. People spend more time worrying about drama than focusing on their tasks. This means projects take longer to finish, and the company's overall results suffer. Workers who feel beaten down simply can't give their best effort. High Employee Turnover - Nobody wants to stay in a place where they feel miserable. Toxic environments cause good employees to quit and look for better opportunities elsewhere. This creates a costly cycle where companies constantly need to hire and train new people. The remaining staff gets overworked trying to cover for those who left. Mental Health Problems - Toxic workplaces take a real toll on people's well-being. Employees often experience increased stress, anxiety, and even depression. This doesn't just hurt them at work – it affects their personal lives too. When people dread going to work every day, it impacts their relationships and overall happiness. To consider whether your culture might be toxic and what you can do about it, click here to learn about 8 Signs of a Toxic Culture and suggestions for overcoming the negativity. Having a positive workplace culture isn't just nice to have – it's essential for success. What action could you take to create a healthier workplace culture?

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.
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