Burnout Is Often Misunderstood
When employees experience burnout, the immediate assumption is usually heavy workload. While workload plays a role, it is rarely the sole cause.
In reality, burnout is often the result of how work is designed, managed, and experienced.
Addressing burnout requires looking beyond individual resilience to organisational systems and leadership practices.
What Burnout Looks Like in the Workplace
- Chronic fatigue and disengagement
- Reduced motivation and performance
- Emotional exhaustion
- Increased absenteeism or turnover
The Organisational Factors Behind Burnout
- Expectations are unclear or constantly changing
- Employees lack control over their work
- Support and recognition are insufficient
- Pressure is high but purpose is unclear
Why Individual Solutions Are Not Enough
Wellness programmes and time-off initiatives can help, but they do not address the root causes of burnout.
Burnout is not simply an individual issue it reflects:
Designing Work That Supports Wellbeing and Performance
- Clarifying roles and priorities
- Encouraging realistic workloads
- Supporting autonomy and decision-making
- Creating a culture of trust and feedback
RWCT’s Perspective on Burnout and Performance
At RWCT, we view burnout as a signal not a failure. Our programmes help organisations redesign work practices and leadership behaviours to support both performance and wellbeing.
Because sustainable performance starts with healthy people.
