Burnout Is An Organizational Responsibility, Not A Personal Failure
- Dec 5, 2024
- 2 min read
Written by Mykella Auld, Leadership and Culture Coach
Mykella Auld, M.Ed., is a pioneering thought leader in organizational culture and leadership. As the Founder and Executive Coach of Culture and leadership at The Work Well Studio, she propels organizations toward psychologically safe, equitable cultures prioritizing well-being and belonging.
Burnout is often framed as a personal problem—a consequence of poor time management, lack of self-care, or failure to balance work and life. But this perspective ignores the deeper, more pervasive issues at play. In reality, burnout is an organizational responsibility, not an individual shortcoming.
In my work, I’ve seen time and again how burnout can creep up when organizations overlook the bigger picture. One company I consulted with had a strong corporate wellness program – free gym memberships, mental health days, the works. Yet, employee burnout was still rampant.
The issue? The company’s leadership was demanding around-the-clock availability, with unrealistic deadlines creating a constant environment of unneeded emergency and urgency (they were not a disaster relief or life saving business).Despite the wellness perks, employees were exhausted and undervalued.
When we worked with this company to shift the focus from individual wellness to organizational well-being – adjusting workloads, developing a culture of recognition and acknowledgement, and setting clear boundaries around work schedules and out of work time communication and requests – the burnout eased, and engagement skyrocketed. This shift changed everything.
Burnout stems from systemic issues, not personal behaviors.
Therefore: burnout happens when people’s values and energy are consistently at odds with the demands placed on them. It’s a symptom of a system that prioritizes short-term productivity over long-term sustainability, where employees are pushed to meet unrealistic expectations without adequate resources or support.
The takeaway? Organizations that fail to address these root causes will continue to see burnout rise, no matter how many wellness initiatives they launch.
It’s not enough to tell employees to take a break or practice mindfulness. Instead of placing the onus on employees to manage their stress, organizations need to take responsibility for creating environments where people can thrive.
In my experience, when organizations prioritize a burnout prevention approach that focuses on the role company systems play in supporting employees, they unlock the potential to create thriving, engaged teams. This means rethinking workloads, improving communication, fostering trust, and building a culture that values employee wellbeing, not just in the form of individual health, but as part of the overall system.
Burnout is not a problem individuals can solve alone. It’s time for organizations to step up and take responsibility for creating environments where burnout isn’t the norm, but a preventable exception.
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Mykella Auld, Leadership and Culture Coach
Mykella Auld, M.Ed., is a pioneering thought leader in organizational culture and leadership. As the Founder and Executive Coach of Culture and leadership at The Work Well Studio, she propels organizations toward psychologically safe, equitable cultures prioritizing well-being and belonging. A culture strategist and equity advocate, Mykella, empowers organizations through critical thinking and relationship-building. Rooted in her experience as a lead researcher and author, on best practices in practical applications for Trauma-Informed and Anti-Racist social emotional development. She is committed to sparking transformative change.
