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.