The Burnout Hub: Real Solutions for Burnout Recovery and Prevention

Burnout is everywhere.

Leaders are exhausted.
Teams are overwhelmed.
And too many people are quietly wondering how long they can keep this up.

If that sounds familiar, you’re not alone. Burnout has become one of the biggest challenges facing today’s workforce. But there are real solutions—and that’s why we built The Burnout Hub (TBH).

What Is The Burnout Hub?

The Burnout Hub is an on-demand resource designed to help both individuals recover from burnout and equip leaders to create healthier workplaces. Instead of vague motivational slogans, TBH offers practical tools and step-by-step guidance that you can put into action immediately.

Inside The Burnout Hub

When you join TBH, you’ll find a comprehensive set of resources tailored to both personal recovery and leadership development:

Two Clear Paths

• Personal Recovery Journey: A 5-Week Burnout Recovery Kickstart to help you rebuild energy, regain clarity, and rediscover balance.

• Leadership Training Path: A 52-Week Leadership Development Program with weekly lessons that show leaders how to reduce burnout, foster psychological safety, and build resilient teams.

The Download Hub

Access 25+ printable PDFs, guides, and tools ready to use, share, and apply in real workplace situations.

Certificates of Completion

Earn recognition as you progress through the Leadership Training Path. These certificates can be added to professional development plans or employee growth initiatives.

Live Group Coaching Calls

Each month, you can join me and a community of leaders and coworkers for real conversations about burnout. These live sessions provide actionable strategies, encouragement, and connection.

Why The Burnout Hub Works

Most employees don’t need another motivational poster or a one-time seminar. They need ongoing tools, real conversations, and a clear path forward.

The Burnout Hub was designed to remove the guesswork. Whether you’re an individual searching for recovery, a leader trying to support your team, or an organization looking for scalable solutions, TBH meets you where you are—and helps you take the next step.

Start Your Burnout Recovery or Leadership Path Today

Burnout doesn’t have to define your career, your leadership, or your organization. With The Burnout Hub, you’ll gain access to proven frameworks, practical tools, and a supportive community—all designed to help you and your team thrive.

👉 Explore The Burnout Hub now

93% of Healthcare Workers Report Burnout: What We Learned in One Powerful Day

Last week, I had the privilege of leading my very first full-day conference on burnout. Walking into a room full of healthcare professionals, I could feel both the weight of their responsibilities and their hunger for real solutions. By the end of the morning, one thing was clear: nearly everyone in that room had felt the sting of burnout. In fact, 93% of participants said they had experienced at least one characteristic of burnout in the past year.

That statistic doesn’t surprise me anymore, but it still stops me in my tracks. Burnout isn’t just an occasional challenge—it’s the room we’re all sitting in. And yet, when we gather to talk openly about it, something powerful happens: relief, connection, and the beginning of recovery.

A Day of Conversations, Not Just Content

This wasn’t just another lecture. Throughout the day, we talked. I built time into each session for “Table Talk,” five-minute conversations at every table where coworkers could process what they were hearing and apply it to their own experience. The room came alive in those moments. Leaders, nurses, social workers, and other professionals leaned in, asked questions, and reflected honestly on their struggles.

We also experimented with live polls and Q&A. What stood out was how eager people were to engage. Anonymous questions poured in. Real, raw concerns about leadership, team support, and how to keep going when exhaustion sets in.

What Stood Out

For me, this day marked the first time I presented on some new topics like management tactics, difficult conversations like discipline and even firing, and how grief support intersects with burnout recovery . These aren’t easy subjects, but they are real, and people in the room knew it. Many of the attendees were leaders, and they weren’t shy about voicing their need for guidance.

The feedback confirmed that vulnerability matters. Over and over, participants wrote that hearing personal stories—my own experiences with burnout, as well as stories of others—was what made the day meaningful. It reminded me why I keep telling my own story: not because it’s comfortable, but because it opens the door for others to tell theirs.

How Attendees Responded

At the end of the day, we asked people to rate the presentation on a scale of 1 to 5. The average score came back at 4.94 out of 5. But more than the number, it was the comments that encouraged me most.

When asked which practices they planned to use for recovery, the most common responses were striking. Many people said they would start by making a bucket list; a reminder that burnout recovery isn’t only about reducing stress but also about rekindling joy. Others committed to adjusting expectations of themselves, paying attention to their nervous systems, and drawing boundaries. These are simple, human practices, but they create real change.

Why This Matters

If there’s one headline from the day, it’s this: burnout is common, but it’s not inevitable. When 93% of people in the room say they’re experiencing symptoms, we have to pay attention. And when leaders and coworkers have the courage to talk about it together, we can start to change the culture.

Burnout doesn’t go away because we hope it will. It requires awareness. It requires solutions. And most of all, it requires conversation. That’s what this day was about—opening the conversation and then moving toward practical steps for both personal recovery and organizational change.

Looking Ahead

As I reflect on this event, I’m grateful for the people who showed up with honesty, for the conversations that sparked courage, and for the hope that continues to rise when we take burnout seriously. This wasn’t just a one-day conference. It was a glimpse of what can happen when organizations choose to talk about the hard things and equip their people with tools to recover and thrive.

My hope is that this kind of conversation doesn’t stay contained to one room on one day. It’s needed everywhere because the people doing the hard work of caring for others can’t afford to burn out themselves.

Closing Thought
If your organization is ready to raise awareness about burnout and explore real solutions, I’d love to be part of that conversation.

Written by Patrick Riecke, Burnout Awareness Advocate

When Doing the Right Thing Feels Impossible: Moral Distress in Healthcare

How common is moral distress in healthcare?
Much more than we talk about.

Last year, our teenage daughter had a sudden medical episode at home. One moment she was fine, and the next, she could barely stay conscious.

“Call 911,” I said to her brother, who also works in healthcare.

“Already on it,” he replied without hesitation.

I helped her lie down as he calmly gave the dispatcher our address and explained her condition. She drifted in and out, her ability to speak waxing and waning.

Then, before the amazing paramedics from Northeast Allen County Fire and EMS arrived, she managed to whisper a question that stopped me cold:

“Do I really need an ambulance?
Won’t that be expensive?”

When the Cost of Care Shapes Decisions

A kid.
So sick she was passing out.
And she was worried about the bill.

The worst part?
She wasn’t wrong.

Ambulance rides, ER visits, diagnostic testing — they all add up. Across the country, sick people everywhere are hesitating to seek necessary medical help because of the financial strain.

This isn’t just about affordability for patients.
It affects healthcare workers, too.

The Ripple Effect on Healthcare Workers

Imagine being a nurse, paramedic, or physician and watching a patient refuse care not because it isn’t needed, but because they’re afraid of the cost.

That tension—knowing what’s medically right but being constrained by finances, policies, or systemic issues—is called moral distress. And it’s everywhere.

For patients, moral distress sounds like:

“I can’t afford the care I need.”

For healthcare professionals, it often sounds like:

“I know what’s right for this patient…
but I can’t do it.”

The emotional weight of those moments can be devastating for everyone involved.

No Easy Answers, But We Can Talk About It

Thankfully, our daughter is okay.
But I haven’t stopped thinking about that moment.

We need more honest conversations about:

• The cost of necessary care

• How financial fears impact decision-making

• The emotional toll on healthcare workers

There’s no quick fix. But the first step is acknowledging the problem — for patients, for providers, and for the systems we work in.

Because ignoring moral distress doesn’t make it go away. Talking about it does.

Sustaining the Sustainers: Self-Care Strategies for Burnout Prevention in Healthcare

Guest Blog Post submitted by Jennifer Scott at Spiritfinder.com

Burnout doesn’t crash in—it erodes. One shift blurs into the next, and suddenly, the to care for others are unraveling themselves. It’s more than fatigue. It’s a fog that dulls purpose and drains empathy. But self-care isn’t a luxury—it’s a lifeline. The goal isn’t escape. It’s sustainability. What follows isn’t fluff or theory. It’s real-world self-preservation for people who keep showing up.

Protect Your Recharge Like a Vital Sign

You can’t heal others if your own system is drained. Sleep deprivation doesn’t just slow reaction time—it distorts empathy, judgment, and resilience. Instead of trying to power through, schedule sleep like you schedule rounds. Protect it like you would a patient on the edge. Many nurses have found renewed energy simply by choosing to prioritize sleep and rest as part of their clinical discipline, not a side project. Rest is not laziness. It’s preemptive care. Even 10-minute decompression rituals before bed—no screens, soft light, deep breaths—can tell your nervous system it’s safe to let go. Make that your baseline, not your backup plan.

Don’t Shoulder the Emotional Load Alone

You’ve seen the glazed-over eyes of a colleague in silent overwhelm. You’ve been them. Emotional survival in this field requires more than internal grit—it requires external holding. Programs built around using structured peer support have been shown to dramatically reduce emotional fatigue and isolation. This isn’t about forced vulnerability or sharing circles. It’s about having real-time access to someone who gets it—who knows the terrain, the tempo, and the toll. A five-minute decompression check with a peer after a difficult case can metabolize stress before it calcifies into exhaustion. Make connection part of your protocol.

Think Clearly When the Pressure’s High

Burnout clouds your thinking. Decisions feel heavier. Risks harder to calculate. In moments like this, don’t push through—slow down. Grounding yourself in a simplified mental protocol can make a huge difference in high-pressure scenarios. Insights on decision-making under emotional strain show that even basic interventions—like naming your emotion aloud or giving yourself a five-minute window before responding—can create space between stress and action. You don’t need to be perfect. You need to be functional. Reclaiming decision clarity isn’t about being smarter—it’s about creating a margin to breathe.

Contain the Spill Before It Becomes a Flood

Burnout isn’t always about volume—it’s about seepage. Work bleeds into your weekends. Emails echo in your skull long after you clock out. Setting limits isn’t selfish. It’s surgical. Healthcare workers who establish clear boundaries with real intention aren’t less committed—they’re more sustainable. That might mean turning off notifications after 7 PM. Or saying no to an extra shift without apology or guilt. Or even pausing before saying “yes” just to ask yourself: is this generosity or depletion? Boundaries create containers. Containers hold power. Without them, your energy will spill until nothing’s left.

Catch the Quiet Drift Before It Sinks You

You don’t wake up one morning and suddenly stop caring. It leaks out of you slowly—first in cynicism, then in detachment, then in dangerous indifference. The ability to recognize early signs of compassion fatigue is critical if you want to interrupt that drift. Look for subtle shifts: are you snapping at patients? Feeling numb after tough cases? Skipping meals not because you’re busy, but because you no longer feel you deserve them? That’s the edge. Name it. Bring it into language. Only then can you intervene before it swallows your purpose whole.

Anchor Your Body in the Middle of the Storm

There’s no time for a 30-minute meditation when you’re charting, monitoring vitals, and fielding a code blue. But there is room—always—for breath. Micro-grounding tactics aren’t indulgences. They’re stabilizers. Some of the most burnt-out ICU nurses regained their footing by using tactics nurses use during overwhelming shifts like hand-pressure resets, visual cues, or simply planting both feet flat on the ground mid-round. These tools don’t solve everything, but they reintroduce coherence. In the chaos, they offer a rhythm your body can recognize and return to. Try one. Then two. Let your nervous system relearn safety.

Burnout Isn’t Just Yours to Solve

This cannot be solved by individuals alone. If your hospital still treats self-care as your personal issue, they’re complicit in the drain. The data backs it: how workplaces can reduce provider burnout involves systemic, structural support. That means manageable caseloads. Paid mental health days. Built-in peer debrief time. Burnout isn’t just a mood—it’s a signal that the system itself is dysregulated. And the fix won’t be found in lavender oil or a better planner. Start asking: what policies are fueling this? What silences? What expectations? Then ask them out loud. Again. And again.

Burnout isn’t failure—it’s an alarm. You’ve been holding too much, for too long, with nowhere for it to land. But there’s a way forward. Boundaries, breath, support—they’re not indulgences. They’re what keep you steady. This work matters. So do you. Start building a system that includes your own survival.

How Grief and Tragedy Fueled My Burnout in Healthcare

Three years ago, I was already teetering on the edge of burnout—about to plummet over.

There’s a part of my burnout story I rarely share in my keynotes or even here on the blog:
Death. And grief.

Because sometimes burnout doesn’t just come from long hours, overwhelming demands, or unsupportive leaders. Sometimes, it’s triggered by moments so heartbreaking that they leave a permanent mark on your soul.

One of those moments for me came the day a longtime friend died during childbirth.

The Day Everything Shattered

She died in my hospital. My coworkers responded.

I watched them rush her gurney down the hall, performing CPR, wheeling her back to the OR—just minutes after she delivered a perfectly healthy baby.

Massive blood clots had ravaged her lungs.

I stood in her room with her husband and mom as the neurologist pronounced her brain dead. And I prayed the worst prayer I’ve ever prayed—angry, confused, tear-soaked words spilling out of my heart and mouth.

A beautiful soul, gone just hours after what should have been one of her happiest moments.

The Tornado That Swept Through Our Hospital

During her eulogy, I said:

“Last Friday and Saturday, Bre tore through our hospital like a tornado.”

Because when a young mom starts in the Family Birthing Center…
Moves to the OR…
Then the ICU…
Codes…
Goes back to the OR for ECMO…
Ends up in the Heart Institute…
And the neuro team finally has to declare her death…

Half the hospital meets her.
Half the hospital cares for her, works for her, roots for her—
…and cries for her when she’s gone.

Personal Loss Meets Professional Pressure

Bre wasn’t just a patient. Kristen and I first loved her when she was in our fourth-grade Sunday school class.

I officiated her funeral.
I stood at her graveside.
I recited Psalm 56:8 as we cast flowers onto her casket:

“You, O Lord, keep track of all my sorrows. You have collected all my tears in your bottle. You have recorded each one in your book.”

Grief does something strange when a young, healthy friend dies suddenly… and leaves behind a husband and a newborn.
It turns your heart inside out.

When Grief and Burnout Collide

In my decade in healthcare leadership, I stood by the bedsides of hundreds of patients, and I saw more than 15,000 deaths across our hospital system.

But this day broke me.

And here’s the truth I wish more healthcare leaders would talk about:

Burnout isn’t just about workload or leadership gaps or organizational culture.
Sometimes, it’s also about the emotional weight of healthcare—the grief, the trauma, and the relentless exposure to life-and-death moments.

For me, Bre’s death didn’t just break my heart.
It pushed me further down the road to burnout.

Why This Matters for Healthcare Professionals

If you’ve been there, you know:

• Witnessing patient deaths takes a toll.

• Supporting families through tragedy takes a toll.

• Carrying grief into your next shift takes a toll.

This is why conversations about burnout in healthcare can’t just be about schedules, budgets, or policies. They have to include grief, compassion fatigue, and the human cost of this work.

I’m still sad.
I’m still angry that she died.
And yes, that day left a permanent mark on me—one I carry into every keynote, every coaching conversation, every moment I talk about healing from burnout.

Because until we acknowledge the emotional weight healthcare workers carry, we’re missing half the story.

If You’re Carrying Grief and Burnout

If you’ve ever lost a patient, a coworker, or a friend in the workplace… please know this:

• You are not alone.

• Your grief is valid.

• Burnout isn’t a personal failure—it’s a natural response to impossible demands and impossible losses.

Your story matters. And healing is possible.

What to Do When Your Manager Doesn’t Understand Burnout

If you’ve ever thought:
"Why can’t my leader just get it?"
You’re not alone.

Since my very first presentation on burnout, this is one of the most common questions I hear from healthcare professionals, educators, and corporate teams alike.

What people really mean is:
"How do I make my leader understand how burnout is impacting us?"

The truth? There’s no single, satisfying answer. But there is a framework that helps. Not all leaders are the same, and your approach should match the type of leader you have.

The Four Types of Leaders (and What to Do With Each One)

I’ve seen these patterns play out repeatedly when coaching leaders and teams on burnout prevention and recovery. Here’s what I’ve learned:

1. Responsible ✅ and Responsive ✅ — The Engaged Leader

This leader gets the work done and listens to their people.

• Payroll is accurate and on time.

• Feedback is welcomed.

• Conversations are open and solutions-focused.

How to work with them:
Book a meeting and propose changes. They’re likely to hear you and help if they can. These leaders are the most effective partners when tackling burnout.

2. Irresponsible ⛔ but Responsive ✅ — The Well-Meaning Wild Card

This leader cares deeply but struggles with consistency.

• They’ll fight for you and advocate for your needs.

• But they might “forget” to approve payroll until Friday night.

• Or they’ll promise change… but lose track of the follow-through.

How to work with them:
Speak up and ask for what you need. And expect to repeat yourself next time. Their heart’s in the right place, but you’ll need patience and persistence.

3. Responsible ✅ but Unresponsive ⛔ — The Policy Keeper

This leader is by-the-book and values rules, policies, and processes above all.

• Payroll’s on time.

• Performance appraisals are done.

• Compliance? Perfect.

• But empathy and deep conversations? Not on the agenda.

How to work with them:
If you’re experiencing burnout, don’t expect emotional support here. Instead, lean on existing systems like:

• Employee Assistance Programs (EAP)

• FMLA leave

• Wellbeing initiatives

👋 Boomers, we might be looking at you here. No shade intended! 😆 Many exceptions exist, but this pattern comes up a lot in my coaching conversations.

4. Irresponsible ⛔ and Unresponsive ⛔ — The Brick Wall

This is the toughest leadership style when it comes to burnout.

• Policies aren’t signed.

• Reimbursements go missing.

• Requests are ignored.

• And when you bring it up? Crickets.

How to work with them:
You have limited energy. Don’t waste it here.

• Focus on supportive peers.

• Find allies in other departments.

• Explore whether another team — or even another organization — might be healthier for you long-term.

The Hard Truth About Burnout and Leadership

Your approach must change depending on who you’re dealing with.

I’m grateful that I had several “Category 1” leaders during my time in healthcare. But I’ll admit something hard: during my own season of burnout, I wasn’t always the responsible, responsive leader I wanted to be.

I had to own it. I apologized to my team. And I started doing the work to recover.

If you’re trying to make your leader “get it,” remember this:

• Not every leader will understand burnout in the same way.

• You can’t control their response — but you can control your approach.

Your Turn

Which of these four categories have you worked under the most?
What helped — or didn’t — when you tried to make your leader “get it”?

My Burnout Story: How a Crash Cart, a Smartwatch, and a Second Chance Changed Everything

Today is my birthday. But three years ago on this same day, I wasn’t celebrating—I was lying on a gurney in the ER at my own hospital.

After months of extreme stress and burnout, my body finally sounded the alarm—literally. My smartwatch buzzed with a message I’ll never forget:

“You may be experiencing atrial fibrillation.”

My overloaded nervous system had pushed my heart out of rhythm. It was my body’s way of saying, “We can’t keep living like this.”

The Day Everything Changed

As I lay in the exam room, fully awake, I watched the crash cart charge to 255 joules.

“Clear… Clear.”

Then came the shock.

The sound reminded me of something strange—a moment years earlier when a 50-foot tree in our yard had to be cut down. After trimming the branches, the trimmer sliced off the top 12 feet of the trunk. It flipped upside down and slammed into the ground with a deep, quaking thud.

When the paddles shocked my heart back into rhythm, I heard that same thud inside my chest.

My “Avengers” Moment

There’s a line in Avengers: Endgame when the Sorcerer Supreme knocks Bruce Banner out of his Hulk body and calmly says:

“Let’s start again, shall we?”

That’s what the crash cart felt like—my Sorcerer Supreme moment. My chance to start again.

Finding My Voice

Six months later, I delivered my very first healthcare burnout presentation at a conference in Toledo, Ohio. I stood in front of leaders, caregivers, and exhausted professionals and told the truth.

I shared what burnout really feels like:

“It’s like being trapped in a room that’s on fire, and no one else can smell the smoke.”

I talked about the toll it takes on our bodies, our relationships, and our sense of purpose. I spoke about what leaders must do to help their teams. And I admitted my own failures, fears, and missteps.

From Patient to Speaker

Since leaving my role in healthcare, I’ve spoken to thousands of people about burnout—especially healthcare burnout.

I’ve shared hope, relief, and direction with teams, leaders, and organizations across the country. I’ve seen exhausted nurses breathe easier, overwhelmed executives take action, and burned-out employees realize they’re not broken—they’re human.

This video tells more of my story. ⬇️

You’re Not Alone

If you’re feeling burned out, you’re in good company. Surveys show that more than half of all workers—and even more in healthcare—are experiencing some level of burnout.

And if you’re a leader wondering how to protect your team, I’m glad you’re here. Your role matters more than you know.

If I can help—through speaking, coaching, or resources—send me a message today.

You deserve a chance to start again, too.

At the End, We Look for Those We Love

When I arrived at the Walgreens near my house a few weeks ago, their computers were down.

"Just so you know, our systems are down, so we can't sell anything right now," the young woman at the cash register announced when I walked in.

"Ohhh, that's a problem for me," I replied, more concerned than annoyed.

I stepped over to the photo desk, where I was told the same news.

"That's a problem because I am here to pick up just one photo. And I am taking it to a friend who is on hopsice. I am not sure how much longer he has."

"What's the name?" The manager asked, as he continued poking at the uncooperative computer screen.

"Riecke, it'll be under my wife's name, Kristen Riecke."

"Here you go, you can just have it, then." He held the envelope across the counter, even though I had made no payment.

"Thank you, that means a lot to me," I replied.

I visited my friend and gave him the photo in a frame.

The photo was taken at his ordination service, in our hospital chapel, with his family and colleagues looking on.

The photo included our hospital president and CEO from Parkview Health, Mike--whom we all loved--another beloved colleague, Jon Swanson, me and a few others.

But, who caught this friend's eye as he looked at the picture of this precious moment in his life?

"Look honey, there's [our son]. And [our daughter]," he said as he pointed out his children, not the CEO, me (his former leader) or our other colleague.

It reminded me that, even if we become friends with the most powerful person at our large health system, and even if that person is truly amazing and supportive, at the end... we look for those we love.

Those who are closest--family and friends.

My former colleague put the framed photo next to his chair, and looked at it with love.

On my way back home, I stopped again at the Walgreens store.

The young woman said, "Back again?"

"Yes," I replied, "I need to say thank you."

With the photo envelope in hand, I offered to pay for the photo, now that their computers were working normally.

"No need, I already cleared it out," said the manager, still at the photo booth.

"Well, I need you to know what that meant to me, and to my friend..."

So, I told him the story.

We smiled the way that sad people smile when something truly good happens.

Over the weekend, I heard that the friend I visited had died.

I will miss him, his kindness, and his presence.

And I am all the more thankful for that small act of kindness from a manager at Walgreens that day.

#kindness

Burnout Lives in the Body: A Doctor’s Perspective on Nervous-System Recovery

Guest post By Dr. Antti Rintanen, MD, founder of The Internet Doctor

Burnout isn’t just a mindset. It’s not just feeling tired, disillusioned, or unmotivated. Burnout settles deep into the body—it reshapes posture, disrupts sleep, dysregulates the nervous system, and alters how we breathe, move, and process the world around us. If we want to truly recover from burnout, we have to stop treating it like a purely mental or emotional issue. It’s physical. Tangible. And it leaves a biological footprint.

As a doctor, I see this all the time. Patients describe burnout as “exhaustion” or “brain fog,” but their bodies often tell a clearer story. Shoulders pulled up and forward. Shallow breathing. A jaw held tight. These aren’t just habits—they’re signs of a nervous system stuck in a prolonged state of overdrive. The good news? That state can shift, and healing begins not with willpower, but with safety, breath, and reconnection to the body.

Chronic Stress Changes Your Physiology

Burnout develops over time when chronic stress overwhelms the body’s ability to recover. The sympathetic nervous system—the “fight or flight” branch—was designed to activate briefly in response to danger. But in burnout, it stays active far too long. Email overload, unrealistic deadlines, caregiving strain, or leadership pressures might not look like emergencies, but the body often interprets them that way.

When stress becomes unrelenting, the autonomic nervous system gets locked in survival mode. Cortisol levels spike. Muscles stay tense. Blood pressure remains elevated. Sleep becomes shallow. This is more than mental fatigue—it’s a full-body alarm state.

Over time, the nervous system loses its flexibility. Small stressors feel overwhelming. Joyful activities no longer bring pleasure. The body’s capacity to bounce back shrinks, and burnout becomes not just a psychological pattern but a neurological one.

The Body as Messenger—and Ally

Burnout has a physical posture. The upper body collapses inward. Breathing shifts from the diaphragm to the chest. Movement becomes either frantic or frozen. Many of these changes are unconscious—and they perpetuate the cycle of exhaustion. Shallow breathing sends danger signals to the brain. Collapsed posture compresses the lungs. And muscle tension restricts circulation and recovery.

But this also opens the door to recovery. If the nervous system can be trapped by patterns of stress, it can also be retrained through patterns of safety.

One of the most reliable ways to do this is through breath. Slow, controlled exhalations stimulate the vagus nerve—a key player in parasympathetic (rest-and-digest) activation. Something as simple as extending the exhale can signal to the brain that it’s safe to relax. In fact, studies show that slow breathing can improve heart rate variability and reduce anxiety symptoms by shifting autonomic balance in favor of parasympathetic tone¹.

Movement also matters. Gentle physical activity—especially practices like walking, stretching, or yoga—can help recalibrate the nervous system. Unlike high-intensity exercise, which sometimes mimics stress, slow and intentional movement helps the body feel grounded. It strengthens the body’s internal signals of stability and control. Postural improvements, too, feed back into this loop: upright alignment has been associated with improved energy, mood, and even cognitive function².

Burnout Is Not Just in the Mind—It’s in the Fascia, Too

Emerging research into fascia, the connective tissue that surrounds muscles and organs, offers further insight. Fascia is sensitive to emotional and physical stress, and when the body is chronically tense, fascia can become stiff or dehydrated. This leads to limited mobility, pain, and a sense of being “stuck”—both physically and emotionally. Burnout, in this view, isn’t just a matter of willpower depletion but of whole-body restriction.

Manual therapies like massage or myofascial release, as well as practices like tai chi or somatic movement, may offer more than comfort—they help unwind the physical residue of stress. While more research is needed, studies show that body-based interventions often outperform cognitive ones in reducing the physiological load of stress³.

And this matters. Because people experiencing burnout often report that traditional stress management advice—“just take a break” or “think positively”—feels hollow. That’s not because they’re unwilling to recover. It’s because their physiology isn’t being addressed. Recovery becomes possible when the body starts to feel safe again, when it is supported, not just urged to keep pushing through.

The Healing Power of Regulation, Not Escape

Too often, we treat burnout like a vacation deficit. But while rest is important, it’s not enough to lie down and hope the stress goes away. Recovery requires nervous system regulation. That means helping the body find its way back to balance, again and again.

Breathwork, physical alignment, slow movement, and even humming or gentle vocalization all stimulate the vagus nerve and promote nervous system recalibration⁴. These aren’t spiritual platitudes or productivity hacks. They are neurobiological tools—simple, repeatable actions that help restore internal safety.

Sleep is another major piece of this recovery. Burnout often disrupts sleep by keeping the body on high alert, even at night. Addressing nervous system tone during the day—through breath, light exposure, and sensory grounding—can improve both the ability to fall asleep and the depth of rest. Without this, sleep becomes light and unrestorative, further deepening the burnout spiral.

Even micro-movements during the day—like short walking breaks—can improve insulin sensitivity, blood pressure, and mental focus. A 2016 study showed that just three minutes of light activity every 30 minutes significantly reduced glucose and insulin levels in adults with Type 2 diabetes⁵. That’s the power of consistent, body-based recovery: small inputs, big effects.

Posture, Perception, and Hope

When you’re burned out, your body can start to feel like the enemy—a source of pain, exhaustion, and limitation. But what if it’s simply a messenger? What if the racing thoughts, the muscle tension, and the clenched jaw aren’t signs of weakness—but signs that your system has been running too hard for too long?

In my clinical experience, recovery begins not with changing your entire life—but with learning to listen to your body again. To soften the shoulders. To slow the breath. To notice that your heart is racing before you’ve even opened your inbox. And to honor that signal—not by powering through, but by pausing.

Burnout recovery isn’t quick. And it’s rarely linear. But when the body is supported, the mind begins to follow. And when nervous system flexibility returns, so does hope.

Final Thoughts

Burnout isn’t just something we think our way into—and we can’t think our way out of it, either. It lives in the nervous system, the muscles, and the breath. But that also means we can reach it through the body. Through micro-adjustments that restore safety, resilience, and calm.

This isn’t weakness. It’s biology. And the path forward is not about doing more—but about doing less, with more intention.

Because recovery doesn’t mean getting back to who you were. It means coming home to a body that finally feels safe again.

About the Author

Dr. Antti Rintanen is a medical doctor and founder of The Internet Doctor, a platform dedicated to translating complex health science into clear, actionable guidance. With a background in both medicine and systems thinking, Dr. Rintanen focuses on the intersection of physical and emotional health—particularly how stress, posture, and nervous system regulation affect recovery and resilience.

References

1. Noble DJ, Hochman S. Hypothesis: Pulmonary Afferent Activity Patterns During Slow Deep Breathing Contribute to the Neural Induction of Physiological Relaxation. Front Physiol. 2019;10:1176. https://pubmed.ncbi.nlm.nih.gov/

1. Peper E, Lin I-M, Harvey R, Perez J. How posture affects memory recall and mood. Biofeedback. 2017;45(2):36–41. https://www.researchgate.net/

1. Mehling WE, Wrubel J, Daubenmier JJ, et al. Body awareness: a phenomenological inquiry into the common ground of mind-body therapies. Philos Ethics Humanit Med. 2011;6:6. https://pubmed.ncbi.nlm.nih.gov/

1. Porges SW. The polyvagal theory: New insights into adaptive reactions of the autonomic nervous system. Cleve Clin J Med. 2009;76(Suppl 2):S86–S90. https://pubmed.ncbi.nlm.nih.gov/
   
   

2. Dempsey PC, Larsen RN, Sethi P, et al. Benefits for Type 2 Diabetes of Interrupting Prolonged Sitting With Brief Bouts of Light Walking or Simple Resistance Activities. Diabetes Care. 2016;39(6):964–972. https://pubmed.ncbi.nlm.nih.gov/

💔 Burned out. Undervalued. Overworked.

I just finished reading a powerful new white paper on the state of nursing in 2025, and I honestly had to stop halfway through because it broke my heart.

😔 65% of nurses report stress and burnout.
😔 Many say they’ve missed family milestones because of mandates to work.
😔 Verbal abuse. Lateral violence. Leadership silence.

And 24% say their workplace offers no mental health support at all.

I’ve been there. I remember lying in a hospital bed, heart racing out of rhythm, thinking: this is what burnout does to a person.

Reading these raw, painful quotes from nurses… it’s clear: our caregivers are carrying emotional pain that no one should have to carry alone.

💡 That’s why I’ve been pouring myself into something new:
The Burnout Hub (TBH).

A vast online platform where nurses and leaders can access real tools, bite-sized videos, and practical steps to overcome burnout.

[Plus a huge track for leaders who want to help.]

Click here to learn more: MyBurnoutHub.com

It’s not live just yet. We’re putting on the finishing touches, making sure it truly meets the desperate need this paper makes so heartbreakingly clear.

But I want you to know this: help is coming.

For every nurse who feels unseen…
For every leader who wants to help but doesn’t know how…
For every team gasping for air—The Burnout Hub is almost here.

❤️ Until then, keep taking those deep breaths. You are not alone.

Credit: Insights and data from Cross Country’s white paper, “Beyond the Bedside: The State of Nursing in 2025.” Find the white paper here: https://www.crosscountry.com/beyondthebedside

Special thanks to Kristen Riecke for her tireless help creating TBH for everyone who needs it.

Burnout is Snowballing—We Have to Start Talking About It

The Burnout Crisis is Growing—Fast

Burnout isn’t going away. It’s not just lingering in the background—it’s snowballing.

Each year, more employees are hitting their breaking points. More organizations are losing their best people. More industries are struggling to keep up as stress, exhaustion, and disengagement continue to rise.

And yet, we’re still not talking about it enough.

We act like burnout is just an individual issue. Something workers need to manage with better self-care. But burnout isn’t an employee problem. It’s an organizational failure. And if we don’t start addressing it systemically, it will only get worse.

That’s why Dr. Erin Alexander and I wrote Let’s Talk About Healthcare Burnout: A Prevention and Recovery Guidebook. Because this isn’t just a trend, it’s a crisis.

Why Burnout is Getting Worse, Not Better

So many organizations are treating burnout like it’s just a temporary phase. A rough patch. Something that will work itself out.

But that’s not what’s happening. Burnout is escalating, and here’s why:

1. Workloads Keep Increasing

Instead of fixing the problem, many organizations are simply asking fewer people to do more work. Staffing shortages, budget cuts, and unrealistic expectations have turned high performers into overworked, exhausted workers who are barely hanging on.

And here’s the dangerous part: burned-out employees don’t just quit their jobs—they quit caring.

When exhaustion sets in, engagement plummets. Work quality suffers. Creativity disappears. And people who once loved their jobs start counting down the days until they can leave.

2. Stress is No Longer Temporary—It’s Constant

Burnout isn’t about having a few bad days. It’s about sustained stress that never lets up.

• Nurses and doctors aren’t just tired after a long shift—they’re drained every single day.

• Teachers aren’t just stressed during back-to-school season—they feel overwhelmed all year long.

• Corporate employees aren’t just busy during peak times—there is no off-season anymore.

When stress becomes chronic, it stops being motivating and starts becoming toxic.

3. The ‘Push Through It’ Mentality is Breaking People

One of the biggest contributors to burnout is the culture of endurance.

🔹 “It’s just part of the job.”
🔹“Everyone feels this way.”
🔹“If you can’t handle it, maybe this isn’t for you.”

These are the messages employees hear when they speak up about burnout. And so, instead of addressing the problem, they just push through. Until they can’t anymore.

4. Employees Are Done Waiting for Change

For years, workers have been told to be patient. To wait for things to improve. To trust that leadership will “fix” burnout.

But they’re done waiting.

• That’s why turnover rates are at an all-time high.

• That’s why people are quitting without a backup plan.

• That’s why industries are struggling to retain talent.

Burnout is forcing people to rethink everything about their careers. And organizations that refuse to acknowledge this shift will be left scrambling to replace their best people.

What Organizations Need to Do—Now

If leaders want to stop this snowball from turning into an avalanche, here’s what needs to happen:

1. Acknowledge Burnout as a Leadership Issue

Burnout isn’t just an HR problem. It’s not just a personal problem. It’s a leadership problem.

Leaders at every level need to:
✅ Talk about burnout openly, not just in vague terms.
✅ Track burnout rates the same way they track retention and engagement.
✅ Take real steps to reduce workload strain, not just tell employees to “practice self-care.”

2. Stop Rewarding Overwork

For too long, workplaces have praised employees for burning themselves out.

• “Look how hard they work!”

• “They’re so dedicated—they never take time off.”

• “They’re always available!”

But overwork isn’t a badge of honor—it’s a warning sign. The most successful organizations of the future will be the ones that make sustainable work habits the norm, not the exception.

3. Make Employee Well-Being a Business Priority

This isn’t just about being nice—it’s about business survival. Organizations that don’t prioritize burnout prevention will face:

• Higher turnover costs

• Increased errors and mistakes

• Declining customer and patient satisfaction

Investing in workplace well-being isn’t an expense. It’s a competitive advantage.

Final Thoughts: We Have to Start Talking About This

Burnout isn’t just an individual problem. It’s not going away on its own. And it’s not something we can ignore any longer.

It’s time for leaders to step up. For organizations to take real action. And for burnout prevention to be treated as a priority, not an afterthought.

That’s why we wrote Let’s Talk About Healthcare Burnout, and why I built The Burnout Hub. Because the first step in solving a crisis is acknowledging that it exists.

We can change this story. But only if we start talking about it.

Preventing Burnout with One Powerful Tool: Recognition

How to Recognize and Reward Employees Without Burning Out Your Budget

Burnout is driving talented people crazy.

What if I told you that you could radically reduce the effects of burnout on your team with one simple practice?

Here’s the truth:
When employees feel seen, valued, and acknowledged, they’re far less likely to burn out. Recognition isn’t just nice, it’s essential. And you don’t have to increase your budget to start moving the dial on burnout. In fact, you could start today.

Why Recognition Prevents Burnout

When team members know their contributions matter, their motivation, morale, and mental health improve. Recognition:

• Reduces emotional exhaustion

• Increases employee engagement

• Builds trust and loyalty

• Encourages repeat positive behaviors

Think of it this way: a thank-you today can prevent a resignation tomorrow.

A Story of Simple Recognition

One of my direct reports, was unmoved by public praise, bonuses, or awards. None of that matted to him. But, behind a closed door, I said, “I saw how you helped that family navigate a difficult situation. That was really valuable.”

His eyes filled with tears.

All he needed was a personal, sincere acknowledgment that his work had purpose. It cost me nothing—and meant everything to him.

5 Practical Ways to Recognize Your Team Without Much Effort or Money

1. Create a Consistent Recognition Program
   Don’t leave appreciation to chance. A monthly recognition moment, spotlight in team meetings, or shoutouts in newsletters can build momentum and culture. Pro-tip: Praise small behaviors, not just big accomplishments.

2. Be Specific and Timely
   “Great job” is forgettable. “The way you handled the upset family on Tuesday showed real compassion and professionalism” sticks. Recognition should be timely, not weeks after the fact. Bonus points if you can slide that specific praise in while they are still feeling the emotions of that situation.

3. Encourage Peer Recognition
   Use tools like digital shout-outs or nomination forms. When coworkers lift each other up, it builds community and distributes the emotional tenor of appreciation.

4. Tailor Rewards to What Matters
   Ask your team what they value. For one person, it might be a gift card. For another, a day off or a chance to lead a new project. One-size-fits-all rarely fits anyone well.

5. Make It Personal, Not Performative
   A handwritten note. A quiet conversation. A short video message. Small personal touches go further than generic mass emails or plaques.

Bottom line: People just want to be seen. If their valuable work consistently goes unnoticed, they might stop performing those meaningful tasks.

Final Thoughts: Start Today

You don’t need a big budget to prevent burnout. You need a thoughtful approach to recognition that feels real, relevant, and relational.

Start small. Be specific. Make it meaningful.

What’s one way you could recognized a coworker today?

Making them feel seen might brighten your day, too!

The Three Biggest Reasons I Burned Out in Healthcare

Burnout rarely has a single cause. For most of us, especially those working in healthcare—it’s the result of a complex, layered set of stressors. That was certainly true for me.

Still, when I look back on my own burnout story, what pushed my heart into an irregular rhythm that required electric shock, what led to my diagnosis of depression and anxiety, three core factors stand out above the rest.

1. The Innate Intensity of Working in Healthcare

Some people say, “It’s not life or death,” to keep things in perspective at work. But in healthcare, it is life or death. Every day.

As an ethics leader in a large health system, I worked closely with teams that were often at the bedside of patients who were dying, or had just died. My phone rang at all hours with urgent, complex, often heartbreaking decisions that couldn’t wait.

The emotional weight was heavy. The decisions were high-stakes. The cost to my nervous system, over time, was immense.

2. An Irresponsible, Absent Leader

For the first several years of my healthcare career, I was fortunate to report to strong, supportive leaders. Then, everything changed.

When I was reassigned to a new leader, I saw the writing on the wall. While I liked this person personally, I knew they had a history of inaction and detachment. During the height of the pandemic, they didn’t step foot in any of our hospitals for over a year—not even for a meeting or lunch.

Meanwhile, my teams and I were in patient rooms every day, dealing with critical shortages, ethical dilemmas, and rapidly evolving crises. When I needed backup, I got silence. When I needed collaboration, I got resistance—or worse, indifference.

I was juggling life-and-death responsibilities, while needing to remind this leader (repeatedly) to approve basic things like mileage reimbursement.

That disconnect made me feel betrayed. Angry. Alone.

3. My Own Personality

The third major factor in my burnout was my own personality.

I’m an Enneagram One. If you’re not familiar with the Enneagram, Ones are known as “reformers.” We’re principled, responsible, and deeply driven to improve systems and uphold what’s right.

That personality served me well for years—until it didn’t.

When the pandemic hit and my leadership support disappeared, my intense sense of personal responsibility turned inward. Everything felt broken, and nothing could be fixed. I kept pushing, trying to hold everything together, even as the system around me changed.

This perfectionistic streak, which once helped me lead effectively, became a liability under the pressure of a global health crisis and institutional difficulties.

Bonus Factors (Honorable Mentions)

Of course, burnout is never just about one or two things. Other contributing factors included:

• Long-term understaffing

• A decade of being on-call

• The cumulative effect of grief and personal loss

• Subtle shifts in the organization’s mission

• A growing sense of helplessness in the face of systemic breakdowns

But ultimately, the three biggest drivers were:

1. The emotional intensity of healthcare work

2. A lack of leadership support when I needed it most

3. A personality that couldn’t “let up,” even when I was drowning

The lesson? Don’t underestimate the role of leadership in burnout. My job and personality were intense for years—and I didn’t burn out. The turning point was the leadership vacuum.

If you’re a healthcare leader, please hear this: your presence matters. If you’re navigating burnout yourself, know that your experience is real—and it’s not your fault.

What I’ve Learned from Six Months of Burnout Conversations Across the Country

In the last six months, I’ve spoken to more healthcare professionals than ever before. From a college of nursing in Tennessee to Med Surg nurses in Illinois, from dialysis providers in Florida to oncology nurses in Colorado, from home health leaders in Southern California to committed teams here in Indiana and across the border in Ohio—I’ve had the privilege of hearing directly from the people doing some of the hardest, most meaningful work in our country.

And here’s what I’ve learned.

Burnout is Everywhere.

The live polls I conduct during keynotes and workshops consistently show burnout rates between 80 and 90 percent. That’s shocking on the screen. But it’s the one-on-one conversations after these events that hit me the hardest.

A young nurse in described the bullying she experiences from seasoned coworkers. A Chief Nursing Officer told me they’ve been overworking for so long they no longer know how to function differently. These aren’t isolated incidents. They are symptoms of a broader problem.

Healthcare isn’t just “hard.” It’s complex, heavy, and morally exhausting. It’s navigating constant change, being asked to do more with less, and often being mistreated by systems (and leaders) that don’t support you. Burnout isn’t a personal failing. It’s a predictable result of an environment built without regard for human limits.

Healthcare Professionals Are Losing Themselves in the Work

Over and over, I meet people who love what they do. They love their patients, their team, their mission. But that love often comes at the cost of their own identity. They answer every call light, every phone call, every shift request… and stop answering to themselves.

One sign of this loss of self is the neglect of personal aspirations. During my presentations, I ask: “How many of you have a bucket list?” In the general population, around 40% of people do. In healthcare? I see hands go up from 1 to 5 percent. That difference says something powerful. Many of our best caregivers are too overwhelmed to dream.

I believe this can change. Self-care and service are not mutually exclusive. In fact, we care best for others when we’re also caring for ourselves.

People Want to Talk About Burnout

One of the most common responses I hear after my talks is, “I’m just glad to know I’m not alone.” That sentence carries so much pain and relief.

When we finally make space to talk about burnout, the floodgates open. People want to share what they’ve seen: the outcomes that shook them, the mistreatment that crushed them, the exhaustion they’ve learned to normalize. In my 1:1 coaching sessions, I spend 98% of the time listening. Not because I don’t have insights to offer, but because they’ve been holding it all in for so long.

And once people feel seen, they begin to recover.

Let’s Talk About Healthcare Burnout

If you're a healthcare leader or team member reading this, I want you to know two things:

1. You are not alone.

2. You don’t have to stay stuck.

We need to keep this conversation going—in hospitals, clinics, leadership meetings, training sessions, and conference rooms. I’d be honored to bring that conversation to your organization. You can learn more about my keynotes, workshops, and coaching at PatrickRiecke.com.

Save the Date: Fort Wayne, September 23

If you're in or near Fort Wayne, Indiana, mark your calendar for a full-day event called:

Let's Talk About Burnout: What Helps, and What's Next
📅 Monday, September 23, 2025
📍 Parkview Mirro Center

It’s going to be a powerful gathering of healthcare workers and leaders ready to move the conversation forward. Registration details will be available soon, but for now, just save the date—you won’t want to miss it.

This New National Report on Burnout Echoes What I've Been Saying

For two years, I’ve been standing in front of healthcare leaders and teams saying the same thing: burnout isn’t a personal failure. It’s a predictable outcome of a broken system.

Now, a major voice in healthcare is echoing that truth. The Institute for Healthcare Improvement’s new publication, Guiding Principles for Improving Health Care Workforce Well-Being, confirms what many of us have known from experience: resilience alone won’t save us. We have to change the culture.

If you’re a healthcare leader trying to retain your people, or a professional struggling to stay afloat, I invite you to read this document. And if you’ve read my book, Let’s Talk About Healthcare Burnout: A Prevention and Recovery Guidebook, you’ll recognize a familiar voice echoing through IHI’s findings.

Here are a few powerful points of overlap that jumped out at me:

1. Burnout Isn’t a Character Flaw. It’s a System Failure. And we need better language.

The IHI puts it plainly: burnout, moral injury, and compassion fatigue are not the same—and none of them are solved by telling people to be more “resilient.” One quote in particular hit home:

“Rather than addressing the work cultures that lead to moral injury, burnout, and high turnover, many in the workforce are expected to be resilient… [which] can trivialize the intense, painful, and profound efforts required to survive trauma in work environments that neglect employee wellness.”

That’s a powerful reminder to leaders: if your staff is struggling (and so many of them are), your wellness initiative shouldn’t be asking them to “bounce back.” It should be redesigning the parts of the system that broke them.

2. We Can’t Fix Burnout Without Leaders in the Room

One of the most aligned messages between this report and my work is the idea that leadership must engage personally in the work of healing the culture. Well-being isn’t just a staff issue, it’s a leadership issue. IHI’s examples of retreats that included senior leaders, nurses, and providers in the same room reflect what I’ve seen in my coaching and keynotes: when leaders show up vulnerably, change begins.

3. Belonging and Trust Are Not Buzzwords—They’re Burnout Prevention Tools

Whether I’m coaching a department head or presenting to an entire hospital system, I emphasize the same truth: people don’t burn out in places where they feel safe, heard, and connected. The IHI report backs this up with frameworks like “Listen-Sort-Empower” and practical tools to elevate frontline voices. Their conclusion? If your staff doesn’t trust you, your wellness program isn’t working.

4. We Need a Both/And Strategy

Perhaps most compelling was the report’s call for a dual approach: organizational change and individual support. I couldn’t agree more. We need structural shifts—like workload adjustments, policy changes, and cultural reboots, but we also need resources for people trying to survive today. That’s why my work includes both personal burnout recovery plans and leadership tactics. We can't afford to choose one over the other.

If you haven’t read Guiding Principles for Improving Health Care Workforce Well-Being from the Institute for Healthcare Improvement, I recommend giving it a look—especially if you’re serious about improving clinician well-being, reducing turnover, and restoring a sense of purpose across your teams.

And if reading it sparks something in you, whether you’re a burned-out professional or a decision-maker ready to lead change, let’s talk. My book, Let’s Talk About Healthcare Burnout, is a great place to start. But real change begins in conversation.

Let’s start one.

Book me for an event today.

Burnout in Healthcare Leadership: Why Overwork Should Never Be the Standard

Healthcare burnout is surging, especially among nurses and leaders. Here's why applauding overwork is dangerous—and what smart, strategic leaders should do instead.

Healthcare burnout is not a buzzword, it’s a breaking point. And far too many nurses, physicians, and healthcare leaders are sprinting straight toward it, or already neck deep.

I’ve spoken to hundreds of healthcare professionals, and I’ve heard too many stories like these:

“I worked 24 hours straight—into the weekend.”
“I’ve been on call for 25 years.”
“My boss called me in while I was on medical leave.”
“My family barely sees me. Even when I’m home, I’m still on the phone with work.”

These stories make me angry—not at the people telling them—but at the systems and senior leaders that allow this to happen.

Who’s Burning Out? Everyone.

Some of you reading this are the ones putting in those hours.
Others are leading the people who are.

Either way, it’s time for a reckoning in healthcare leadership.

I burned out as a healthcare leader because I believed I had to give everything. During a season when I had little to no leader support, it nearly broke me. That experience changed me—and now, it drives my work as a speaker and burnout prevention coach.

Recently, I asked a client a simple but revealing question:

“What did your leader say when you told them about your extreme hours and exhaustion?”

The answer? Not much.

Why Overwork Happens

Let’s be honest—people overwork in healthcare because:

1. They care deeply about patients, their teams, and outcomes.

2. They’ve built unhealthy habits, and now 60-hour weeks and being “on” all the time feels normal.

3. They’re led by people who have never been taught how to protect them.

When leaders ignore these warning signs, they don’t just lose good people—they contribute to a broken culture.

Don’t Applaud Burnout. Intervene.

If someone on your team is always “on,” always sacrificing, always fading—don’t applaud it.

Intervene.

• Help them set humane boundaries.

• Remind them of their value beyond productivity.

• Protect their time off. Give them a life.

Does that make you a “soft” leader?

No—it makes you strategic.

As my coauthor, Dr. Erin Alexander, writes in our book Let’s Talk About Healthcare Burnout, when people feel safe and supported, their commitment doesn’t fade—it deepens.

Pressuring people to give everything to work is short-sighted at best, maniacal at worst.

What Kind of Leader Are You?

If a leader who reports to you is burning out, what do you do?

Do you step in, or do you stay silent, watching them waste away?

Healthcare leaders have the power to shift the tide of burnout, but only if we stop ignoring it and start talking about it.

If your organization is serious about preventing burnout in healthcare, I’d love to help.
Let’s talk about what it could look like to support your team without losing your people.

Contact me here

Speaking on Burnout in Palm Springs: Why the Conversation Must Continue

“Overcoming Burnout” Palm Springs, CA, May 2025

Two and a Half Years Later, I Found Myself in the Desert. Here’s Why That Matters.

The evening before my keynote at the California Association for Health Services at Home, I stood on the patio of my resort in Palm Springs, watching the sun dip behind the mountains. It hit me. This moment was full circle. Just two and a half years ago, I was completely burned out from my job in healthcare. That season nearly cost me everything: my physical health, my peace of mind, and my sense of self.

But somehow, through the slow, messy process of recovery, I had made it here—to a desert oasis, preparing to speak to hundreds of professionals who, like me, know the weight of burnout all too well.

The next morning, during my keynote, I asked attendees to respond to a live poll: “Have you experienced at least one symptom of burnout in the past 12 months?”

81% said yes. Another 8% said maybe.

That’s nearly 9 in 10 of those home healthcare workers who are going to work each day carrying some level of burnout.

The questions during the Q&A were as insightful as they were raw. One attendee asked—only half-joking—“Why would any sane person refuse sedation before having their heart shocked back into rhythm?” It was a fair question that I still don’t have a great answer to. Others wanted to know how to avoid their own collapse, why this happens so often, and how to support their teams.

When we talk about burnout, healthcare coworkers and leaders are listening, they’re exhausted, and they’re desperate for real conversation, not just another empty pep talk.

Burnout Is Everywhere—and It’s Not Slowing Down

California was my farthest destination so far this year, but it wasn’t unique. I’ve spoken in eight states in 2025 alone, and the message is always the same:

Healthcare burnout is real. It’s growing. And it knows no boundaries.

During hallway conversations at the conference, I heard the same themes I’ve encountered from coast to coast—overwork, under-support, and overwhelming bureaucracy. Attendees spoke about the strain of upcoming changes to California’s Medi-Cal program. Another described their team’s emotional exhaustion after repeated staffing crises. The details may change, but the story is familiar.

At a recent presentation for the Oncology Nursing Society in Denver, one attendee shared:

“Thank you to Patrick for saying it’s not our fault. We don’t hear that enough.”
Another said:
“I’m applying knowledge and skills from this session now to enhance my practice and mental wellbeing as an oncology nurse.”

That’s why I keep showing up. That’s why I’m still talking about this.

Let’s Keep the Conversation Going

If you’re reading this, there’s a good chance we’ve already met. Maybe you attended a session in Denver, Indiana, Tennessee. Or perhaps you were in the room in Palm Springs last week. My hope is that the message stuck with you: burnout isn’t your fault, and there are real strategies for recovery and prevention.

But we can’t let the conversation stop at the event.

If your organization is ready to take burnout seriously—whether you're in leadership or on the front lines—let’s talk. I’d love to bring this message to your team, your staff retreat, or your next conference.

Book a keynote or workshop at PatrickRiecke.com

Healthcare Burnout Is Real. Here’s How to Recover and Reclaim Your Purpose

Healthcare burnout is costing professionals their careers and health. Here's what causes it, how to recognize it, and real solutions that work—including insights from the new book Let's Talk About Healthcare Burnout.

Healthcare Burnout Is Breaking Us. But Recovery Is Possible.

Healthcare professionals didn’t get into this work for the paycheck. They got into it because they cared. And yet, somewhere between the system pressures, moral injury, and unrelenting pace, that passion started to dim.

If you’re a nurse, physician, administrator, or anyone else in healthcare, you may have felt it: the emotional exhaustion that doesn't fade with rest, the creeping sense of cynicism, and the numbing thought that maybe you don’t make a difference anymore. These are the markers of burnout. And you're not alone.

"To burn out, you first have to be on fire."

That quote from Let's Talk About Healthcare Burnout captures a profound truth: burnout happens to people who care deeply and keep showing up—even when they’re breaking down.

In this post, I want to share:

• Why burnout is not your fault

• How to recognize it early

• The long-term cost to healthcare teams and patients

• What leaders must do differently

• 7 options for personal recovery

And I’ll invite you to pick up the book—because while this post offers a deep dive, the book is packed with stories, strategies, and hope.

What Causes Healthcare Burnout?

Burnout is often misrepresented as personal weakness or lack of resilience. But as Dr. Erin Alexander and I explain in the book, burnout in healthcare is primarily driven by systemic failures, moral distress, and a lack of psychological safety.

You can be a high-capacity clinician with a heart for service, but if you're placed in an environment where you can't act according to your values, or where your work is emotionally and physically unsustainable—you will burn out.

"Burnout is not your fault. It happens to good people who want to do good work, but who find themselves in impossible situations again and again."

And when burnout takes hold, it doesn't just affect the worker. It ripples outward—to patients, to families, to the culture of the unit, and to the long-term sustainability of the workforce itself.

The Impact: A Healthcare System on the Brink

Burnout leads to:

• Early exits from the profession

• Increased medical errors

• Reduced patient satisfaction

• A loss of empathy

The U.S. Surgeon General reports that we may face a shortage of up to 139,000 physicians in coming years. Nurses are already leaving the profession in record numbers, citing emotional exhaustion, unsafe environments, and a lack of support.

In one conference I attended, I asked hundreds of oncology nurses if they knew a colleague who had died by suicide. One-third raised their hands.

This is the cost of ignoring burnout.

What Leaders Can Do

Creating a burnout-proof workplace starts with psychological safety. If team members don’t feel safe to speak up, share concerns, or offer feedback, stress builds until it breaks people.

Leaders must:

• Prioritize rest and recovery over hyper-productivity

• Encourage honest dialogue (and actually listen)

• Recognize signs of compassion fatigue and moral injury

• Offer support without stigma

We outline seven organizational strategies in the book, but here’s the key takeaway: culture eats policy. Leadership sets the tone.

7 Practical Steps for Personal Recovery

You may not be able to change your organization overnight. But you can start your own personal recovery today.

In Let’s Talk About Healthcare Burnout, I walk through 7 personal recovery options for the burned out professional, including:

1. Review Your Expectations – Are you asking too much of yourself for this season?

2. Set Boundaries – Especially around your time, energy, and emotional labor.

3. Refuel Strategically – Burnout isn’t solved by a nap. It requires sustainable energy input.

4. Create a Bucket List – While your patients are important, so are you! Reconnect with your desires.

5. Practice Meaningful Reflection – To rediscover why you care and how to align with that.

6. Use Mantras for Mental Reset – I used: "Things can change at any time."

7. Work With a Coach – You don’t have to figure this out alone.

"Most experts say recovery from true burnout takes 1–2 years. That’s disheartening, but also motivating. Start today."

My Story: Burnout Nearly Took Me Out

I was a respected leader, a pastor, a father. And I was lying on a gurney about to be shocked without sedation. My heart had gone into atrial fibrillation—a direct result of stress and overwork.

That was my wake-up call. It led to depression, anxiety, and (one year later) a career shift. I now dedicate my life to helping others avoid the same fate.

Let’s Talk About Healthcare Burnout: A Guidebook for This Moment

Our book is not just a collection of facts. It’s a roadmap, written from the front lines and grounded in research, real-life stories, and honest hope.

Whether you're barely holding on or leading a team that’s showing signs of distress, this guide will help you take real action.

Get the book today on Amazon and start the conversation with your team or your coach.

📘 Buy Let’s Talk About Healthcare Burnout on Amazon

Bonus: Want to go deeper?

• Book me for a keynote or training at PatrickRiecke.com

Burnout is not inevitable.
Recovery is possible.
Let’s talk.

Burnout Happens to Good People—And It’s Not Your Fault

Introduction: The Truth About Burnout

Burnout doesn’t happen to people who don’t care. It happens to good people, who want to do good work, who are put into impossible situations over and over again.

That’s the reality.

And yet, when burnout hits, so many people blame themselves. They think:

👉 “Maybe I’m just not strong enough.”
👉 “Maybe I’m not cut out for this work.”
👉 “Why can’t I handle this like everyone else?”

But here’s the truth: Burnout is not a personal failure. It’s a symptom of a broken system.

I’ve lived it. I’ve seen it in my coaching clients. And I know how painful it is to feel like you’re drowning in exhaustion, only to have people tell you to “just take care of yourself” as if that will fix everything.

If you’re feeling burned out, I need you to hear this loud and clear: It’s not your fault.

Burnout is a System Problem, Not a You Problem

Burnout isn’t caused by laziness, weakness, or a lack of resilience. It’s caused by workplaces that repeatedly put employees in impossible situations.

• Unrealistic workloads → You’re constantly asked to do more with fewer resources.

• Moral distress → You know the right thing to do, but the system makes it impossible.

• Lack of recognition → You give everything to your work, but no one acknowledges it.

• Emotional exhaustion → You care deeply, but there’s no space to recover.

It’s not that burned-out employees don’t care—it’s that they care too much in environments that don’t give them the support they need.

Why Good People Burn Out Faster

Ironically, the people who are most likely to burn out are the ones who are the most dedicated.

🔹 You’re passionate about your work → You take on more responsibility.
🔹 You want to make a difference → You push through exhaustion to keep going.
🔹 You care deeply about people → You absorb stress and emotional weight.

And when the system doesn’t support you, that dedication turns into exhaustion, frustration, and eventually, collapse.

The Breaking Point: When Burnout Becomes Too Much

I experienced this firsthand. I remember the moment I realized I couldn’t keep going. The weight of caring so much, in a system that cared so little, finally crushed me.

And I see this happening every day with my coaching clients. They’re good people who just want to do good work—but they’ve reached their breaking point.

The worst part? Many of them think the problem is them. They think they’re weak. They think they should just be able to “push through.”

But that’s not the answer. The answer is recognizing burnout for what it is—a systemic problem that needs a real solution.

What You Can Do If You’re Burned Out

If you’re feeling exhausted, disillusioned, and overwhelmed, here’s where to start:

1. Stop Blaming Yourself

You didn’t cause this. Burnout is not a personal failure—it’s an outcome of your environment. Recognizing this is the first step toward reclaiming your energy.

2. Identify What’s Draining You

Ask yourself:
🔹 What aspects of my job are most exhausting?
🔹 Where do I feel the most frustration?
🔹 What parts of my work make me feel alive, and what parts make me feel depleted?

Burnout happens when the draining parts of your work outweigh the energizing parts. Identifying those patterns can help you make strategic shifts.

3. Set Boundaries Without Guilt

Good people struggle to set boundaries because they don’t want to let others down. But here’s the reality: If you burn out, you can’t help anyone.

• Say no when you need to.

• Take breaks without apologizing.

• Protect your time and energy.

4. Find Meaning in What You Can Control

When the system is broken, you have two choices:

❌ Focus on everything that’s wrong and let it consume you.
✅ Focus on what you can control and find purpose where you can.

Even in dysfunctional workplaces, you can often find meaningful moments—a patient interaction, a supportive coworker, or a project that excites you.

5. Consider a Change—But Do It Thoughtfully

Sometimes, the healthiest thing you can do is leave. But not all burned-out workers need to quit their jobs—sometimes, they just need to change how they work.

• Can you shift your role?

• Can you reduce your hours?

• Can you advocate for a better workload?

Leaving isn’t always the answer, but staying in a toxic environment without making any changes isn’t the answer either.

Final Thoughts: Burnout is a Wake-Up Call, Not a Verdict

If you’re experiencing burnout, don’t ignore it. It’s not just “stress”—it’s a signal that something in your work environment isn’t sustainable.

And most importantly, it’s not your fault.

You’re not weak. You’re not broken. You’re not alone.

And you don’t have to figure this out by yourself.

Want more support? Explore the burnout recovery resources at the top of this page. Because you deserve better than just surviving—you deserve to thrive.

What Hundreds of Oncology Nurses Taught Me About Burnout

Last week in Denver, I stood in front of a room packed with oncology nurses — hundreds of them. These were some of the most dedicated, compassionate professionals in healthcare. But what they shared during our session painted a vivid and sobering picture of what it’s costing them to stay in this work.

Through live polling, they gave us insight into their reality. And while some results were encouraging, others left the room in silence.

The Encouraging Signs: Connection and Psychological Safety

Let’s start with the good news — because there is some.

• 95% of nurses said they have a supportive network of peers at work.

• 88% said they feel safe reporting errors or near misses without fear of retaliation.

• 87% reported feeling comfortable seeking help for their mental health at work.

These numbers point to something essential: psychological safety. Connection among peers. A culture where honesty is possible. These are the building blocks of a healthy work environment.

But that’s not the whole story.

The Warning Signs: Moral Distress and Tragic Losses

• Only 36% of nurses said they can remove themselves from a situation that causes moral distress — where they’re being asked to act against their values or wellbeing.

• And perhaps most sobering: 1 in 3 nurses in the room knew a healthcare worker who has died by suicide.

Read that again. One in three.

The Breaking Point: Burnout Is Nearly Universal

Then came the moment that hit the hardest.

I asked, “Have you experienced at least one symptom of burnout in the last year — emotional exhaustion, cynicism, or a diminished sense of purpose?”

• 90.95% said yes.

• Another 5.6% said maybe.

That’s nearly everyone.

By this point in the session, we’d already spent over an hour defining burnout. These nurses knew exactly what those symptoms meant — and nearly all of them had lived them.

The room went quiet.

You could feel the weight of it.

We Must Keep Talking

Burnout in healthcare isn’t just a workforce issue — it’s a moral one. And if we don’t keep talking about it honestly, without blame or fear, it will continue to steal good people from the work they love.

Whether you lead a team, a department, or an entire health system — now is the time to act.

🔎 Want to Know Where You Stand?

Take my free burnout screening tool at MyBurnoutTest.com. It takes just a few minutes — and could be the first step in starting the right conversation.

Thanks to my co-presenter, Cathy Stubin PhD, RN, CNE, CCRN, and Nimian Bauder, DNP, AGCNS-BC, NPD-BC, EBP-C, for making this session possible. And gratitude to the Oncology Nursing Society for creating space for these crucial conversations.