Burnout Is Back: How to Spot It and Stop It Early

I ran headfirst into burnout during the COVID-19 pandemic. Our team was juggling full-time remote work, restless kids (also remote), household responsibilities, and the general chaos of the world falling apart. It was a perfect storm of stress.

Now, with the widespread return-to-office push and a looming recession, that storm feels eerily familiar. Employees are once again facing major disruptions — commuting, readjusting to more rigid 9-to-5 schedules, navigating office social dynamics, and still trying to keep up with life outside of work.

Under these conditions, burnout isn’t just possible — it’s inevitable if left unchecked. High performers who thrived with flexible schedules may feel stifled, frustrated, and less productive. Others may appreciate the structure of an office but still struggle with the energy drain of daily commutes and in-person meetings. Either way, the stress piles up fast.

Spotting Burnout in Your Team

Burnout isn't always obvious - here are some classic signs that your team is on the fringes of burning out.

• Atypical performance or output – Work quality or pace suddenly drops.

• More time-off or remote requests – Frequent sick days or a strong preference for WFH.

• Social disengagement – Less participation in meetings, team chats, or casual interactions.

• Bare minimum effort – Doing just enough to get by, no more.

• Apathy – A "why bother?" attitude toward work.

• Low morale – General negativity, cynicism, or lack of enthusiasm.

What Leaders Can Do to Help

Burnout doesn’t fix itself, it just gets worse over time, and can cost your business real $ in lost productivity and mistakes.

If you’re in a leadership role, here’s how you can help make an impact:

Listen and Respond

• Pay attention to what your employees actually need to get things done - and ensure those needs are met.

• If distractions are a problem, create more "focus-friendly" environments.

• If someone needs time off to reset, don’t just allow it — encourage it.

• If shifting projects would reignite motivation, make the move.

• Be flexible around working hours: hybrid schedules, staggered hours, or remote mornings can make a huge difference.

Recognize and Validate

• Burnout often stems from relentless effort with little acknowledgment.

• Regularly recognize contributions — small or big.

• Give meaningful feedback. “Good job” is nice, but specific feedback is better.

• Consistent appreciation goes a long way in preventing burnout long before it starts.

Reset Expectations

• Once burnout sets in, recovery takes time. Reset expectation with burnt out individuals and teams, since burnout will directly impact your team's ability to meet deadlines and complete tasks.

• Adjust workloads and expectations to allow team members to recharge.

• It might feel like less is getting done in the moment, but taking the long view on supporting your employees pays off—with fewer risks and a more reliable team in the long run.

Prevent It Before It Starts

• Don’t wait until someone is burned out to check in—make it a habit.

• Encourage people to actually use their PTO (yes, even the workaholics).

• Build flexibility into schedules whenever possible.

• Provide regular, honest feedback, and celebrate wins—no matter how small.

The return to office doesn’t have to mean a return to burnout. A little awareness and leadership can go a long way in keeping teams healthy, engaged, and productive.