We need to talk about burnout.
Not the "I could use a nap" kind of tired. Not even the "things are a bit hectic" kind of busy. We're talking full-scale, career-derailing, health-depleting burnout.
The kind that creeps in slowly, often unnoticed, until you find yourself staring blankly at a screen thinking: I just can't do this anymore.
Burnout is real, it’s common, but it is preventable. And this blog is here to help.
What is Burnout really?
Burnout is more than tiredness. The World Health Organisation defines it as a syndrome caused by chronic workplace stress that hasn’t been successfully managed. It shows up in three main ways:
Exhaustion – physically, mentally, and emotionally drained
Cynicism or detachment – caring less (or not at all) about things you used to value
Reduced professional efficacy – feeling like you’re underperforming, even if you’re still working hard
It builds slowly, starting with late nights, skipped lunches and a creeping sense of feeling overwhelmed. If left unchecked, it leads to serious mental and physical health consequences.
The true cost of burnout
Personally, burnout can affect your sleep, your immune system, your mental health, and your relationships. Professionally, it's even more expensive. According to Deloitte, poor mental health costs UK employers £45 billion a year.
And burnout spreads. One overworked, emotionally drained leader can quietly pull down an entire team.
Spotting the signs
Burnout is easier to prevent than it is to fix. But you have to notice it first.
In yourself, look for:
Constant fatigue, even after rest
Loss of motivation or joy
Trouble focusing or procrastinating more than usual
Feeling like nothing you do makes a difference
Using food, alcohol, or screens to escape
In your team, watch for:
Declining performance or missed deadlines
Withdrawal or loss of interest
"Presenteeism"—they’re present, but switched off
Lack of humour or spark
The most important thing? Spotting the change. A sudden dip in energy, optimism or engagement is often a red flag.
What really causes burnout?
Spoiler alert: it’s not just about being too busy.
Researcher Christina Maslach outlines six common causes:
Workload: too much, too fast, with too few resources
Control: lack of autonomy or being micromanaged
Reward: feeling unrecognised or undervalued
Community: toxic relationships or isolation
Fairness: unclear decisions or visible favouritism
Values: a disconnect between what matters to you and what your work demands
When your role demands energy but offers little alignment or support, you’re on the fast track to burnout.
Burnout is not a badge of honour
Let’s be blunt: being constantly burnt out doesn’t make you a better leader. It doesn’t prove how much you care. It proves something needs to change.
In fact, the most burnout-prone people are often the most committed. The ones who say "yes" long after their tank is empty.
What you can do (this week)
If you're feeling the pressure:
Set one boundary: No work emails after 7pm. A real lunch break. Say no to a non-essential meeting.
Prioritise sleep: You can’t lead well on an empty tank.
Move your body: 10 minutes outdoors can change your mood (and your brain chemistry).
Do something pointless and fun: Connection and joy are antidotes to burnout.
Remember: You are not your job.
If you’re already there:
Acknowledge it (to yourself and others)
Talk to someone (a friend, a coach, a GP)
Take time off (more than a long weekend)
Reflect on what led you here, and what must change going forward
Recovery takes more than rest. It takes reflection, support, and boundaries.
What leaders can do
If you lead a team, your influence matters.
Model it: take real holidays. Avoid 10pm emails. Show it’s okay to switch off.
Check in properly: Ask, "What’s getting in your way right now?"
Spot the signs early: especially performance or mood changes
Create psychological safety: so people can ask for help before it’s too late
Build flexibility: in hours, workloads and expectations
What organisations can do
Great cultures don’t happen by accident.
Flexible work policies: including core hours and hybrid options
Focus on output, not hours: measure what matters
Train managers: to recognise burnout early
Transparent processes: fairness reduces anxiety
Regular wellbeing checks: don’t wait for the crisis
Real-world fixes that work
Some of my clients have seen real transformation by:
Introducing "Focus Fridays" (no meetings, no Slack)
Changing how performance is measured
Training managers on early warning signs
Offering clear escalation pathways when workloads become unmanageable
Result? Lower staff turnover. Better quality work. Happier humans.
This week, try this:
Identify your top 3 stressors
Set a boundary that protects your time or energy
Check in with your team properly
Audit your culture: what are you rewarding or tolerating?
Start a conversation: make burnout safe to talk about
A moment of clarity
Burnout isn’t weakness. It’s a signal that the current system - whether personal, team or organisational - isn’t working.
You don’t have to wait for someone to crash before you create change.
Preventing burnout isn’t just about well-being. It’s about performance, creativity and sustainability. And it starts with you.
We hope the support and guidance outlined here helps, and encourage you to take a moment to look at where you're at. Are you on the edge of burnout, or already inside it?
If you want more support with this work, listen to Episode 42 of the How to Lead podcast and explore my one-to-one coaching or group programmes at waterfallhill.co.uk.
