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? 

The Need for True Human Connection

By Cathie Leimbach • August 21, 2025
In today’s fast-paced world, it’s easy to get caught up in schedules, screens, and endless to-do lists. But what people really crave is something deeper—true human connection. Dr. Paul White, who studies workplace relationships, reminds us that appreciation and connection are not just “nice to have”—they are essential for our well-being. And researcher Brené Brown shows that real connection comes from vulnerability, where people feel safe, seen and valued. Without this kind of connection, many struggle with loneliness, anxiety, or even depression. On the other hand, when we feel truly connected, we’re happier, more engaged, more resilient, and more productive. So how can we build better connections? Start small. Proactively reach out for a live conversation instead of only sending a quick text or email. Take time to connect with peers at work or in your community. Ask others to share something personal about themselves, and share something personal about your life. These simple actions can create moments of trust and belonging. And in a world that can sometimes feel disconnected, these moments are not just valuable—they are vital. Join Us! We invite you to explore this topic further at our upcoming virtual event: Managing Performance in Today’s Workforce. Learn practical strategies to strengthen workplace connection and performance.  View event details here.

Why Your Company's Success Depends on This One Thing (Hint: It's Not What You Think)

By Cathie Leimbach • August 19, 2025
What separates thriving companies from struggling ones? 🤔 Professor Lynda Gratton from London Business School spent decades studying this exact question. Her findings will change how you think about leadership. Here's what she discovered:  Organizations that invest in developing collaborative leaders consistently outperform their competitors. Not by a little—by a lot. Through her groundbreaking study of 21 global companies and 200+ executives, Gratton identified the three game-changing elements: ✅ Cooperative culture - Moving from "me vs. you" to "we together" ✅ Rich networks - Breaking down silos so ideas flow freely ✅ Shared purpose - Giving work meaning beyond the paycheck The results speak for themselves: → Better innovation → Higher employee engagement → Stronger financial performance Companies that train managers to be collaborative leaders (not just bosses) create environments where teams actually want to work together. My takeaway? Leadership development isn't a "nice to have"—it's your competitive advantage. When leaders learn to cooperate and inspire others, entire organizations transform. What's your experience with collaborative leadership? Have you seen this play out in your organization? Want to dive deeper? View Three Pillars of Success which breaks down how to produce measurable results in innovation, efficiency, and engagement.