💔 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.