Mountaintop retreat reminders. You matter, too.

“Some of the conversations that started in your "Bucket List" workshop continued later that evening—as a group of us clergywomen sat at the bar.”

I was in ministry for more than 20 years.

Today, I am not.

The reasons are various and not the topic of this post.

Once upon a time, my jobs required my attendance at church 50 weeks per year. Recently, my connection to anything that passes for “church participation” has been loose at best.

Since I left healthcare leadership in 2023, I’ve been speaking professionally across the nation—not preaching every Sunday at church.

Most of my audiences are healthcare groups, not faith communities. Physicians, nurses, leaders, social workers--even billers and coders, human resources, and nursing professors.

Last year, an attendee at my workshop for the University of Memphis college of nursing referred me to a friend. She thought I should speak to their group, too.

Her friend wasn’t a healthcare leader. She was—you guessed it—a church leader for a multi-state Christian denomination.

I met with her several times as we developed a plan that included me serving their pastors over a five month period.

The plan included:

·         Six online sessions

·         100 copies of my book on burnout

·         Access to my courses on leadership and personal vitality

·         Two in-person workshops at their retreat atop Mt. Magazine in Arkansas

The pastors were engaged during the online sessions, and last week Kristen and I drove 1,700 round trip miles to climb the steep and crooked path to Arkansas’s highest point.

My first workshop—entitled “Why is ministry so hard?”—garnered some heartfelt and difficult conversations.

·         The disappointments they had experienced in ministry

·         The way politics has hurt them recently

·         The effect of traumas and difficult times they have witnessed

It was a dark, meaningful conversation, but filled with laughter, too.

[This is, hands down, my favorite breed of conversation.]

However, I worried that it was too heavy--that it might impact attendance at the second workshop—“From Burnout to Bucket List.”

My concern was unfounded. The room was packed—every seat taken.

During that session, I pitched a wild idea.

I proposed that these pastors have worth and value in the EXACT same measure as the people they serve.

In other words—your congregants matter, but so do you.

The message—as I predicted—wasn’t received with unanimous acclaim. After all, pastors spend decades with selflessness and service as their focus.

“I struggle with this idea. Sure, I want to travel to Italy, but wouldn’t that money be better used to help the poor?”

“I read what you wrote on bucket lists, and I tried to start. But I can’t think of anything I want. After so many years as a mom and pastor, I don’t know HOW to want anything for myself. Am I broken?”

Through tears, I pressed them.

Pressured them to believe they are worthwhile—worth investment.

“If you sat down with a parishioner and they shared a dream with you, would you discourage them? Or cheer them on?”

Why do we believe those we serve deserve more than us?

Slowly. Gradually. They started adding items to their bucket lists—journals provided by the planners of the getaway set high in the Ozark Mountains.

Later, I got an email from their leader. She said, “Some of the conversations that started in your "Bucket List" workshop continued later that evening as a group of us clergywomen sat at the bar.”

Returning to my roots for this partnership—loving and investing in ministry leaders—buoyed my heart and reminded me of their selfless plight.

Would you like to partner like this to support your leaders? Contact me today.

7 Signs Your Team Is Quiet Quitting from Burnout (And What You Can Do This Week)

Not everyone resigns out loud. Some people just run out of energy.

They’re still showing up, logging in, sitting in meetings…but they’ve emotionally stepped back. This “quiet quitting” isn’t laziness—it’s burnout with a badge swipe. And leaders who miss the warning signs often only recognize it when someone turns in their notice—or worse.

Here are seven signs your team may be quietly quitting and a few practical ways to re-engage them before they’re gone.

1. They meet the deadline—but only the deadline

Work is getting done, but only at the minimum viable level. Creativity disappears. Initiative drops. They don’t volunteer (at least not voluntarily), they don’t dream, they just…complete.

Try this: Instead of asking for “more effort,” ask what’s making work feel heavier than it should. Burnout usually means something in the system—not the person—is broken.

2. They’ve stopped offering opinions

People who have the energy to care speak up. People who are emotionally exhausted might tap out of the conversation.

If cameras are off, chat is empty, and nobody has questions, it may not be peace—it may be disengagement and a lack of psychological safety.

Try this: Start meetings with, “What’s one thing making your work harder than it needs to be?” Then listen. Don’t solve it right away. Let people feel heard first—that will increase the psychological safety they feel.

3. You see more boundaries—but less energy

Healthy boundaries are good. But when someone declines every committee, project, and idea, it might be less about balance and more about survival mode.

Try this: Ask, “Are you protecting your time, or conserving your energy?” It’s a gentle way to open a real conversation without making them defensive.

4. Quiet cynicism replaces quiet pride

They used to say, “I love our team.” Now you hear, “It is what it is.”

Sarcasm, apathy, and “whatever” aren’t attitudes. They are warning signs. Especially in former high achievers.

Try this: Name what you see without judgment. “You used to care about this work. Now you seem angry and disengaged. What changed?”

5. They (might) use their PTO—but they come back just as exhausted

Time away helps…unless the problem isn’t physical exhaustion, but a lack of meaning. Burnout isn’t fixed by a weekend off. Sometimes it comes from moral distress—being unable to do the work the right way, especially in healthcare and human services.

Try this: Instead of “Did you rest?”, try “Is anything here getting in the way of doing your job the way you believe it should be done?” or “do you feel like you’re able to make a difference at work?”

6. Good coworkers turn into cynical coworkers

They’re no longer mentoring, helping, or checking in on others. The emotional bandwidth is gone. A sneer has replaced their joy.

Try this: Let them step back from “emotional labor” roles for a moment and ask how they are doing. Disillusionment shouldn’t be the punishment for being good at caring.

7. They aren’t angry—they’re numb

Anger means someone still cares. Numbness and cynicism mean they’ve shut down. That’s when resignations happen silently.

Try this: Replace “Let me know if you need anything” with, “I’m noticing you’re carrying a lot—what can I help take off your plate this week?”

So What Do You Do Now?

Burnout isn’t solved with a pizza party or a resilience webinar. It’s solved when leaders create cultures where people can do meaningful work without losing themselves in the process.

If you want practical tools—not just theories—I teach this in workshops and keynotes for organizations around the country. You can check my availability here:
https://patrickriecke.com/live-presentations

Or, if your team needs ongoing support and resources, explore The Burnout Hub here:
https://www.myburnouthub.com/learn-more

9 Exit-Ramp Moves Before You Quit a Job That’s Burning You Out

Some people leave their job with a resignation letter. Others leave slowly—mentally, emotionally, and then physically when they finally can’t take it anymore.

If you're feeling done, exhausted, or stuck, quitting may be the right move. But it doesn’t have to be impulsive. There’s a better way to leave burnout behind—one that protects your mind, your finances, your reputation, and your future.

These are nine practical steps I coach people through before they walk away from a job that’s hurting them.

1. Name the Real Problem (Not Just the Symptoms)

Are you exhausted? Morally distressed? Underpaid? Unsupported? Or in the wrong role entirely?
Write it down. Burnout can’t be solved—or escaped—if you don’t know what’s actually causing it.

2. Get Clarity on Your Burnout Level

Don’t guess. Take a burnout test so you know where you stand.
You can use mine here: MyBurnoutTest.com
Clarity reduces panic and helps you choose your next step intentionally.

Sometimes clients discover that it’s not the job—it’s other stress. It would be awful to quit your job only to discover it wasn’t the real problem.

3. Ask for Role Tweaks Before You Walk Out

Sometimes you don’t need a new job—you need a different version of the one you have.
Consider asking:

• Can we remove or reassign part of my role?

• Can I shift to education, training, projects, or part-time leadership?

• Can we test it for 30–60 days?
  Even if the answer is no, you’ll know you tried.

4. Use the Benefits You’re Paying For

Before you resign, check if you have:

• FMLA

• Employee assistance counseling

• Short-term disability

• PTO banks that don’t roll over

• Tuition or certification funding

• Other benefits
  It’s not selfish to use what’s available. It’s wisdom.

Review the complete list here.

5. Create a Wins + Impact Folder

Burnout lies. It says none of what you’ve done matters.
Start collecting:

• Notes from coworkers or patients

• Metrics or results

• Emails that say, “Thank you” or “You helped”
  This is your confidence file—and your future interview material.

6. Quietly Build Financial Margin

You don’t need to be rich to leave—you need to be prepared.

• Trim a few monthly expenses

• Build a small emergency buffer if possible

• Understand health insurance options post-job

• If you’re going self-employed, start laying groundwork now

7. Practice Boundaries Before You Practice Quitting

If you skip this step, you’ll repeat burnout in the next job.
Try language like:
“I want to do this well. With my current workload, the soonest I can complete it is ___.”

8. Get One Outside Perspective

Not from a coworker—it needs to be someone who isn’t tangled in your workplace dynamics.
A mentor, counselor, coach, or trusted advisor. Someone who can say, “Yes, this is serious,” or “No, you don’t have to set everything on fire.”

9. Decide: Can I Heal Here, or Do I Have to Heal Somewhere Else?

Not every workplace can change. Not every workplace will change.
Healing inside your current job might be possible. Or, it might not. Leaving—for the sake of your health and your future—might be the right next step.

You're Allowed to Take Yourself Seriously

Whatever you decide, it’s not failure to leave. It’s not weakness to stay and ask for change.
It’s only harmful if you keep pretending this isn’t affecting you.

If you want tools, scripts, coaching prompts, and full mini-courses like Before You Quit or Fixing Work Fixations, they’re inside The Burnout Hub:
https://www.myburnouthub.com/learn-more

And if you want me to train your organization or speak on burnout, moral distress, or leadership that protects people instead of draining them, you’ll find details here:
https://patrickriecke.com/live-presentations

Cancer nurses, burnout, and a tornado warning

⚠️The emergency alert tones sounded from dozens of phones in the audience.

I was about 80% through my keynote in Iowa Thursday when the chorus got my attention.

"What is that?" I asked the audience of cancer care providers.

🌪️"Tornado warning," several oncology nurses replied.

No one panicked. (Cancer nurses don't scare easily.)

"So... do we need to take cover?" I asked the coordinator of the event.

"We are checking on that. In the meantime, we're on the ground floor in a room with no windows. So, looks like you have extra time for your keynote. We're not leaving," she laughed.

🤔What a perfect analogy for my message.

🫂In the middle of emergencies, alerts, and danger... you can be safe. Valued. Affirmed and acknowledged. It's the experience I provide every audience of burned out caretakers.

While the warning continued, I reached my last two points.

First, I had them all stand and look in each other's eyes.
Then they repeated these reminders to one another:
"You do difficult work."
"You do important work."
"If you get overwhelmed sometimes, it's not your fault."
"You are an effing hero. Never forget that."
🥹

Then, I asked them to face the front, place a hand on their own heart, and repeat after me some new self-talk.
"I do difficult work."
"I do important work."
"If I get overwhelmed sometimes, it's not my fault."
"I am an effing hero. I'll never forget that."
😭

Finally, it was time for my favorite part of every keynote. The introduction of a bucket list.

Since University of Iowa Health Care was the host, they asked if attending a Indiana Fever game is on my bucket list. The LOVE Caitlin Clark (who doesn't?).

Then, predictably, they continued the CC theme by asking what #22 is on my bucket list.

One attendee said she wanted to take a trip without her kids (I hear that bucket list item often).

Another wanted to plant a Zinnia garden. Others wanted to travel or continue their education.

🌪️Thankfully, we wrapped up the keynote without getting sucked into a funnel cloud.

And the message landed again--your work is hard. Burnout happens. You can make your own choices. It's not your fault.

Oncology coworkers. I wish I could present to every single one of them. Without tornado warnings.

The Workforce Has Shifted: Why Burnout, Workplace Stress, and Leadership Matter More Than Ever

For years, many leaders operated under a simple assumption: most employees were doing okay, and only a small percentage were truly struggling.

For a long time, the data supported that belief.

But something has changed in the last few years.

A Turning Point in Workplace Wellbeing

Until 2022, data from Gallup consistently showed that a majority of U.S. workers described themselves as thriving, while a smaller percentage reported struggling or suffering in their lives and work.

By 2023, when I began speaking more frequently on workplace burnout and employee wellbeing, those lines were moving in the wrong direction—fast.

They were on track to cross for the first time.

And now, they have.

In 2026, more U.S. workers report that they are struggling or suffering (54%) than thriving (46%). That’s not just a statistic. It’s a signal of a workforce under sustained pressure.

Burnout, Job Dissatisfaction, and a Stuck Workforce

The implications go beyond engagement scores.

• More than half of U.S. employees are actively looking for a new job

• Yet only 28% believe it’s a good time to find a quality job

• Workers feel stuck, discouraged, and increasingly burned out

This is where workplace burnout, job dissatisfaction, and chronic stress collide.

Employees aren’t just unhappy. They are trapped.

And that creates a dangerous combination for organizations:
low morale, declining productivity, disengagement, and high turnover risk.

Why Traditional Solutions to Burnout Are Falling Short

So how are many organizations responding?

Perks.

Pizza parties. Bonuses. Small morale boosters.

To be clear—compensation and appreciation matter. No one is turning those down.

But they are not solving the core problem.

Burnout is not a pizza problem.
And it’s not primarily a pay problem.

It’s a leadership and workplace culture problem.

The Real Solution: Leadership Development and Workplace Culture

If the workforce has changed, leadership must change with it.

Today’s employees need more than direction—they need support, clarity, psychological safety, and leaders who understand the human side of work.

That means investing in leadership development, emotional intelligence, and people-first management skills.

Managers are not just task supervisors anymore. They are culture carriers.

They have the greatest influence on whether employees:

• feel supported or isolated

• stay engaged or mentally check out

• remain in their role or start planning an exit

When you improve leadership, you improve the entire system.

The Overlooked Reality: Leaders Are Burned Out Too

There’s another layer many organizations miss:

Leaders themselves are struggling at similar levels.

They are navigating:

• increased expectations

• constant change

• emotional load from supporting their teams

• pressure from senior leadership

This is why leadership development has a double impact:
it supports the leader and every employee they manage.

Building a Workplace Where Employees Can Thrive Again

If more than half your workforce is struggling, incremental fixes won’t work.

Organizations that want to stand out—those that want engaged, loyal, and thriving employees—must take a different approach.

They must:

• prioritize workplace wellbeing

• invest in leadership skills, not just technical skills

• create psychologically safe and supportive environments

• treat burnout as a systemic issue, not an individual weakness

The organizations that do this well won’t just survive this shift.

They’ll become the exception.

A Different Kind of Workplace Is Possible

Right now, most organizations are dealing with a workforce that feels burned out and stuck.

But it doesn’t have to stay that way.

With the right leadership development strategy, you can create a workplace where people:

• feel valued

• stay engaged

• and actually thrive

If you’re ready to invest in your leaders and build a healthier, more sustainable workplace culture, let’s talk.

Want to go deeper?
You can explore the full data and trends directly on Gallup’s site.