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.