When I burnt out in 2017, I’m not sure if I had even heard the term “burnout” before. These days, burnout is everywhere.

By now, you’ve definitely heard the phrase “burnout” thrown around, but what is burnout? More importantly, how does it happen? If you’ve ever found yourself feeling constantly exhausted, unmotivated, or completely disconnected from your job, you may be dealing with more than just a rough patch—burnout might be at play.

Workplace burnout is becoming a widespread issue. Burnout is what happens when the stress from work builds up over time and isn’t successfully managed. You’re left feeling emotionally, mentally, and physically drained. It’s driven by specific factors in the workplace, many of which can be traced back to how a job is structured and managed.

The good news? These are all causes that can be addressed. Burnout is not inevitable!

What causes workplace burnout?

This is a complicated question, because burnout is the result of how you interact with your work environment which means there are a lot of different factors at play.

I like to look at burnout from the perspective of a theory from the research on burnout called the job demands-resource model. Simply put, the job-demands resource model says this: burnout happens when your demands exceed your resources.

Resources are anything that you can acquire or expend, like time, energy, social support, or tangible resources at work like materials, help, or leader support. Demands are anything that require resource investment. If you don’t have enough resources to address the demands that you are encountering, you’re at risk for burnout.

There are hundreds of different demands that you encounter at work, so where to begin? Well, researchers have been able to narrow down common causes of workplace burnout in to six categories. I’ll describe in this post from a demands-resource perspective.

If you want to figure out which cause of workplace burnout is most relevant to you and your team, download my free burnout assessment!

 What is Workplace Burnout?

Before we dive into the causes, let’s get on the same page about what burnout is. Workplace burnout is more than just feeling stressed out from time to time. It’s a chronic state of emotional, mental, and physical exhaustion caused by prolonged stress at work. When burnout hits, it’s not something you can shake off with a weekend away or a good night’s sleep—it goes deeper than that.

The signs of burnout including being detached from your work, cynical about your tasks, and ineffective in what you’re doing. It builds up slowly and, before you know it, your energy is completely drained, and even the thought of getting through your day feels overwhelming. Sound familiar? Let’s explore the factors that contribute to this feeling.

The 6 Common Causes of Workplace Burnout

Christina Maslach, a pioneering researcher on burnout, identified six core job factors that are key drivers of burnout. I love using this model as a starting point for managing and preventing burnout in the teams that I work with.

 1. Workload

Let’s start with the most obvious one: workload. When you’re constantly drowning in tasks, projects, and responsibilities without enough time to catch your breath, burnout is almost inevitable. If you have a crazy week at work once in a while or hustle to meet a deadline, that isn’t a big deal, but if excessive workload becomes the norm it takes a toll.

Many workplaces demand more and more from employees without giving them the resources or time to realistically meet expectations. This constant pressure to perform, with no room for error or rest, eventually depletes your energy reserves. It’s like running a marathon but never getting the chance to refuel along the way. Demands run high, resources run low, burnout takes hold.

What to do about it: Employers can help by distributing workloads more evenly and making sure employees have the tools and time they need to get the job done. As an individual contributor, you can clarify the expectations and workloads assigned to you to ensure you aren’t doing extra work.

I also highly recommend connecting with your management team about your workload if it’s too high. In my experience working with teams, managers are often willing to help but they need to be aware of the issue.

 2. Control

The next big factor is control - or rather, the lack of it. When employees don’t feel like they have any control over their work, their schedule, or how they do their job, burnout becomes more likely. This can look like micromanagement, rigid policies, or even a lack of decision-making power in day-to-day tasks.

Why? We all want some degree of autonomy in our work. When you have no say in how things get done or when you can do them, it creates frustration, because it’s still your resources being used up! Over time, that lack of control makes you feel powerless, like you’re just going through the motions without any real influence on the outcome.

When employees feel like they don’t have any control, they stop caring as much about the work they’re doing, and rightfully so. That’s when burnout starts creeping in.

What to do about it: Offering more flexibility in how, when, or where employees work can go a long way. Giving people more control over their tasks helps them feel more invested and less like they’re just following orders. Involve employees in decision-making processes and conversations about their development, too.

As an employee, you can also speak up if you need a greater sense of control. Ask to take the lead on initiatives or for some creative freedom on your next project.

 3. Reward

Lack of recognition is a huge contributor to burnout. When people put in the effort day after day but don’t feel appreciated or recognized for it, motivation takes a nosedive. Rewards are natural expectations at work. When you expend your resources, you expect to receive a return!

It’s not just about financial rewards, although that’s certainly part of it. Reward also includes acknowledgement, whether it’s feedback, praise, or simply a “thank you” for a job well done. Would you keep giving 100% if no one ever seemed to notice or care? Probably not. Over time, that lack of recognition makes people question whether their hard work is even worth it.

When employees feel unappreciated, their motivation and job satisfaction plummet. They start to think, “Why bother?” And that’s a dangerous place to be because it’s a direct path to burnout.

What to do about it: Regular feedback and recognition go a long way. Employers need to create a culture where effort is noticed and rewarded - not just with bonuses, but with simple, meaningful acknowledgment. It’s also important to make using existing rewards a norm. What good are vacation days if no one feels comfortable taking them?

As an employee, use the rewards available to you! Take days off that you are entitled to, ask for feedback if needed, and negotiate your compensation package when you can.

4. Fairness 

Another significant cause of burnout is unfairness. If employees perceive that they’re being treated unfairly, whether it’s in terms of pay, workload distribution, promotions, or opportunities, resentment builds up. Once resentment sets in, burnout isn’t far behind. Again, attending to demands at work requires an investment of resources, so employees want to know their contributions are being evaluated fairly.

Favoritism, inconsistent policies, or unequal treatment in the workplace create an environment where trust is eroded, and people feel like they’re not getting what they deserve.

Feeling like you’re being treated unfairly doesn’t just lead to burnout; it can also lead to high turnover, decreased morale, and a toxic work environment.

What to do about it: Ensuring transparency and fairness in decisions around promotions, pay, and workload distribution is critical. Employees need to feel that they’re being treated equitably across the board. And please, please stop assigning more work as a reward for doing good work. That is not fair!

As an individual, you can cultivate fairness for yourself by asking questions. I was once surprised by a raise that I received (I thought I would get more) so I asked for a breakdown. My manager happily pulled up a spreadsheet and shared the data. The explanation seemed fair, so I was on my merry way rather than harbouring resentment.

 5. Community

Community in the workplace plays a big role in burnout. Having community is a protective factor, whereas lacking it can put you at risk for burnout. When you feel like you’re part of a supportive, collaborative team, it can help reduce stress. On the flip side, if your workplace is filled with conflict, isolation, or poor communication, it’s easy to feel overwhelmed and disconnected.

We are social creatures, so when you spend your days in a toxic or isolating environment, it’s hard to stay motivated and engaged. Burnout often follows when people feel like they have no one to lean on at work. Gallup data has found that people who have a friend at work are happier, too!

A strong sense of community can act as a buffer against burnout. Social support is a resource, so having community naturally offsets burnout. When you have good relationships with your coworkers and feel like you’re part of something, it’s motivating.

What to do about it: For managers, encouraging teamwork, open communication, and building a positive work culture can go a long way in preventing burnout. It’s about fostering connection and support among colleagues.

On your own, ensure you are cultivating relationships at work. This looks like setting aside time just to connect, asking for help, and providing help to others!

 6. Values

The last major cause of workplace burnout is a values misalignment. When employees feel like their personal values don’t align with the company’s mission or the way things are done, it creates a deep sense of dissatisfaction. For example, if you care deeply about ethical practices but feel like your company cuts corners, it’s hard to stay motivated and engaged.

Conflict between personal and organizational values can leave employees feeling like they’re compromising on what’s important to them, and putting resources into an environment that is not aligned feels wasteful. Over time, that dissonance contributes to burnout because it makes the work feel meaningless or even harmful.

What to do about it: Employers should be clear about their values and mission and ensure that they’re aligned with employees’ values. Hiring for cultural fit and being transparent about the company’s goals and practices helps employees feel more connected to their work.

Decide for yourself if your values are aligned. This is often determined early on, during the interview process. When you’re interviewing, don’t just ask about company values, share your own! Don’t say you’re a “work hard, play hard” person if you’re not.

The Cumulative Effect of Multiple Factors

The truth is, burnout is rarely caused by just one of these factors. It’s usually the result of several overlapping issues—an overwhelming workload combined with a lack of control, or feeling undervalued while working in a toxic environment. When multiple factors come together, burnout becomes almost inevitable. The most common factors that I see in my work with teams are workload, lack of control, and lack of community in remote teams.

It can be a lot to tackle at once, though! I recommend assessing with factors of burnout are most relevant and choosing one to address first.

How to Prevent Workplace Burnout

Preventing burnout is all about addressing these six key factors before they snowball into something bigger. Here are a few ideas to get your started.

For Employers:

Monitor workloads: Address high workloads by paying attention to workload! Make sure employees have a manageable amount of work and aren’t constantly stretched too thin. Encourage open conversations about workload.

Encourage autonomy: Give employees more control over their tasks and schedules. I know this can be hard sometimes, but an important part of developing people is giving them space to find their own styles and ways of doing things.

Implement fair policies: Be transparent about promotions, pay, and workload distribution to ensure fairness. Employees should never be confused about why someone got promoted, why their pay is what it is, or how workloads were assigned.

Build community: Foster a supportive, collaborative environment by including a mix of 1:1 interactions and team interactions. Community means people have good individual working relationships and feel connected to the team at large.

For Employees:

Set boundaries: Be clear about what you can and can’t take on, and protect your personal time. Consider that other people may not be aware of what you have on your plate. It’s easy to fall into the trap of thinking others should always know, but no one knows your job better than you!

Communicate your needs: If your workload is overwhelming or you feel undervalued, speak up to your manager. Again, it’s tempting to believe other people should know - but they do not. Everyone is different and managers have their eyes on a lot of different pieces of the puzzle at work.

Find support: Build relationships with coworkers to create a support network. Establishing relationships at work is important to preventing burnout and developing your career!

Reassess alignment: Make sure your role and the company’s values align with your own personal values. If you like your job overall but lack of sense of meaning, try looking for ways to use a greater variety of skills or checking in with other departments to see how your work fits into the bigger picture. Sometimes, we just need a new perspective to find meaning at work!

Burnout is more than just a busy week at work—it’s a deep, chronic issue caused by ongoing stress and mismanagement of key job factors. By understanding the causes of workplace burnout, whether it’s an overwhelming workload, lack of recognition, or poor community, both employers and employees can take steps to address these issues before burnout becomes a bigger problem. Recognizing these causes is the first step toward creating a healthier, more sustainable work environment where employees feel valued, engaged, and energized.