In previous posts about job burnout and warning signs of burnout, we have largely focused on the individual. Yet, based on experience and anecdotal evidence, there can also be organizational triggers that are so powerful it can be said that burnout is inevitable.

Every organization develops a culture, a set of values, processes, and expectations that can be identified by the group as a whole. When this culture is positive and responsibility is shared as equally as possible, the results are good. However, when responsibility falls on the shoulders of a few, or even one, problems arise.

This is the type of organization in which stress, overwhelm, and burnout are triggered by expectation, even more than through acceptance of increased responsibility.

In other words, when an organization constantly demands too much from their best and brightest, they trigger burnout in those they should be working hardest to keep on an even path.

Identifying Triggers for Burnout

Because the damage from burnout to individuals, teams, and team leaders has high costs for the organization, from absenteeism to poor health and from disengagement to decreased productivity, such a triggering culture must be challenged and solutions must be found. There is a healthier road to success, when triggers for burnout are identified and remedied.

• Job scope – While it may be inevitable, or nearly so, it is also extremely stressful when the tasks you’re forced to perform at work greatly exceed your job description. It’s easy to grasp how this can happen, especially for those with a strong tendency to lead. However, just because circumstances and needs may change over time, taking on too much responsibility can lead to burnout. When the organization also expects, even demands, this of you – burnout becomes almost inevitable.
• Unrealistic expectations – Closely tied to this is the problem of unrealistic expectations for the organizations highest achievers. Every group has them, team members who not only excel at many tasks but seem to be willing to always accept more. Yet, when they are given too many tasks with too few resources, even these all stars can find the workload too much to handle. The of course, the more they are willing to take on, the more they are given to do.
• Isolation – Many high achievers are perfectionists who work in isolation. They often find it difficult to delegate responsibility, perhaps fearing they will seem less than competent. Even worse than this however is the organization that frowns on sharing responsibility, an environment that does not promote engagement and support among team members.
• Conflicting values – Individuals are far more likely to embrace the vision of the company they work for when it reflects their values. Having a good fit on values can spur people to go beyond the extra mile. But when those values are contradicted by policies or behaviors that are at odds with deeply held values, the mismatch can lead to an acceleration of disengagement and withdrawal.
• Loss of trust – Closely related to values, hypocrisy and unfair treatment by management is virtually guaranteed to lead to disengagement by high achievers. While some people will put up with just about anything to keep their job, the most talented and most productive will burn out very quickly in an environment where management demands one thing and does another, or where certain individuals receive preferential treatment.
• Lack of appreciation – For many people, if not most, money alone is not enough. People who feel appreciated for their effort and performance, are fully engaged and committed to excellence. Often, a simple pat on the back is enough to keep the even busiest team members motivated and focused on the job at hand. In other words, the occasional “Thank you” and “Great job” will go along way toward helping people avoid burnout.

Even the best, most committed leaders and high achievers find it difficult to remain committed to an organization that has these triggers built into their culture. After all, if found yourself working in an environment where burnout is inevitable, would you want to stay and suffer the consequences?

If you find yourself working in an environment where burnout is inevitable, I can help you with emotional intelligence exercises designed to reduce stress and feel more balance between work and life.

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