Burnout Isn’t Just an Employee Problem—It’s a Business Problem

How Companies Can Actually Reduce Burnout and Retain Top Talent

For years, companies have expected employees to "do more with less," squeeze in extra hours, and push through exhaustion. But let’s be real—hustle culture isn’t just toxic, it’s stupid business. And the data proves it.

According to a 2024 Gallup report, 77% of employees are disengaged at work, with 16% actively disengaged—a phenomenon now called loud quitting. On a global scale, low employee engagement costs businesses a staggering $8.8 trillion in lost productivity.

Burnout isn’t just an individual issue; it’s an organizational failure. And the problem isn’t isolated—it’s global. Across industries, across countries, across job levels, I’ve seen the same trend: employees feel deeply disappointed in how their companies treat them. Not as human beings with needs, ambitions, and limits—but as interchangeable, expendable parts of a machine.

When businesses prioritize output over people, they create environments where employees feel undervalued, unheard, and ultimately, exhausted. People don’t leave bad jobs—they leave workplaces that refuse to see them as whole individuals. And companies that fail to recognize this will continue to struggle with disengagement, high turnover, and lost institutional knowledge.

That’s a pretty bleak reality. People are stuck in workplaces that demand more and more from them while offering less in return—less flexibility, less benefits, less salary, less sick time, less humanity, less care for their well-being. And yet, companies wonder why disengagement is skyrocketing and turnover is so high.

The Business Case for Doing Better

Creating a human workplace isn’t charity work—it’s just GOOD. BUSINESS. Studies show that investing in well-being actually makes companies more successful:

• 11% lower turnover rates for companies that prioritize employee wellness (Deloitte, 2024).

• 11% more revenue per employee for organizations with strong health and productivity programs (PeopleElement, 2024).

A 2022 UK study conducted by 4 Day Week Global, in collaboration with researchers from Cambridge University, Boston College, and Oxford University, found that implementing a four-day workweek led to a 2-5% increase in productivity and up to 25% lower employee turnover. The study, which analyzed data from 73 firms and 3,300 employees, revealed that nearly half of participating companies saw notable performance improvements. As a result, 86% of those companies chose to maintain the new schedule beyond the pilot program (The Guardian, 2024).

Research shows that kindness in the workplace is no longer just a "nice-to-have"—it's an expectation, and it delivers measurable benefits. A study highlighted by Forbes found that employees in workplaces that prioritize kindness and psychological safety report higher engagement, stronger collaboration, and increased job satisfaction. Additionally, acts of kindness among colleagues have been linked to higher morale, better teamwork, and improved productivity, reinforcing that fostering a positive work culture is not just ethical, but strategic.

The research also highlighted some key findings that demonstrate the power of workplace kindness:

• Kindness at work is a bigger predictor of happiness than income. While fair pay matters, feeling valued has a more significant impact on overall job satisfaction.

• Feeling valued is one of the biggest contributors to workplace happiness. Employees who feel recognized and appreciated are more engaged and productive.

• Doing purposeful work is directly linked to levels of happiness at work. Employees want to contribute to meaningful projects and feel their work makes a difference.

Companies that foster kindness aren't just improving morale—they’re actively driving business success (Forbes, 2023).

So what’s the move? Here are real, actionable strategies to cut burnout, keep employees, and build a company people actually want to work for.

1. Trusting Employees to Rest

Unlimited PTO and unlimited sick time aren’t about people taking months off just because they can—they’re about removing the stress of not having enough. People don’t abuse these policies—they take roughly the same amount of time off, or even less, than those with traditional PTO caps. But just knowing that time off is there when they need it? That’s a mental game-changer, especially for working parents, caregivers, or anyone managing health challenges.

When my own health crashed in 2024, I didn’t have enough PTO to support myself. I ended up over 100 hours in the hole, stuck in a cycle of barely recovering before being forced to push through again. It wasn’t just physically exhausting—it was demoralizing. When people don’t have enough benefits to support their real lives, they disengage. And then companies wonder why turnover is so high.

Companies need to normalize rest. If leadership doesn’t take vacations, employees won’t either. If managers guilt-trip people about coverage, no one will use their PTO. Burnout isn’t a personal failure -- it's the inevitable result of workplaces that don't value rest. Make it clear: Time off isn't a perk. It's a necessity.

And let’s take it a step further—paid sabbaticals. Some of the most forward-thinking companies aren’t just encouraging rest; they’re funding extended breaks for employees to reset, recharge, and come back more engaged than ever. We’re going to explore this idea in-depth in my next post—because it’s time to rethink how we support employees long-term.

2. Pay People What They’re Worth—And Stop Wasting Money on High Turnover

Fair pay is the ultimate burnout prevention tool. Financial stress is brutal, and when employees feel underpaid, they peace out.

Turnover isn’t just inconvenient—it’s expensive. Replacing an employee costs anywhere from 50% to 200% of their salary, depending on the role. And let’s not even get started on all the institutional knowledge lost when someone takes their expertise elsewhere. Pay people fairly, and they’ll stick around.

3. Right-Brain Integration—Encouraging Creativity and Innovation

Most workplaces are obsessed with left-brain thinking—numbers, logic, efficiency. But true innovation happens when we tap into creativity, problem-solving, and right-brain thinking.

How do you make this happen?

• Give employees time for creative projects—Google’s famous "20% time" led to innovations like Gmail.

• Incorporate arts & storytelling into leadership training—Storytelling builds better communication and strategy.

• Create cross-functional work opportunities—Let people try new things, switch teams, and develop fresh ideas.

4. Foster a Culture of Kindness—Yes, It Actually Drives Results

Look, kindness in the workplace isn’t just about being nice—it’s a legit business strategy:

• Employees in kind workplaces report higher morale, better teamwork, and lower absenteeism.

• 77% of job seekers are actively looking for workplaces that prioritize respect and well-being.

• Kind workplaces see higher productivity and engagement rates.

It’s wild how much better people perform when they’re not constantly miserable!

The Future: Companies That Adapt Will Win

Here’s the reality check: Gen Z and Gen Alpha are not going to put up with the same toxic work culture previous generations accepted. And as birth rates decline, companies will have to compete harder for talent.

The businesses that thrive will be the ones that offer flexibility, respect, and holistic well-being—not just a paycheck.

Organizations that refuse to evolve? They’ll struggle to hire, bleed talent, and eventually, get left behind.

Burnout isn’t inevitable. Companies just need to stop creating the conditions for it. Are they finally ready to clean up their mess?