Burnout isn’t just about working long hours. That’s a myth.

Burnout is not an individual failing. It’s a systemic crisis—one that’s become an epidemic across industries, from tech to healthcare to finance. If your employees are burning out, it’s not because they’re not ‘resilient enough.’ It’s because the system they’re working within is broken.

Dr. Christina Maslach, a professor at the University of California, Berkeley, and the creator of the Maslach Burnout Inventory, has spent decades researching burnout. Her work reveals that burnout isn’t caused by a single factor, like being overworked. Instead, burnout results from six systemic mismatches between an employee and their workplace.

So, what are these six mismatches? And more importantly, how are companies regularly creating them—and what can leaders do to fix them?

Why Dr. Maslach’s Research Matters

The corporate world often assumes that burnout is a personal failing—that employees just need better time management or stress relief tactics. This is wrong. Maslach’s research proves that burnout is a systemic issue, not an individual one. When burnout occurs, it signals a breakdown in the way an organization operates—not a weakness in the employee.

If you’re in leadership, this means you need to take a hard look at the system—your policies, culture, and management practices—rather than placing the blame on individuals.

The 6 Mismatches That Lead to Burnout (And How Companies Get Them Wrong)

1. Workload Mismatch: The Overwork Epidemic

What’s going wrong?

Leaders love to praise ‘high performers’—but too often, that means rewarding them with more work. For the employee, it can feel like they are expected to perform at 110%—all the time. Long hours, relentless deadlines, and never-ending tasks create an environment where people are constantly in survival mode.

Employees who consistently deliver are seen as the go-to fixers, leading to a crushing workload that eventually breaks them. With lean teams and aggressive deadlines, the expectation of ‘doing more with less’ is a fast track to burnout. They have no time to recover, leading to physical, mental, and emotional exhaustion.

What to do instead:

Leaders need to reassess workload distribution. If your team is consistently working late, struggling to keep up, or experiencing high turnover, you have a workload problem. Reduce unnecessary tasks, delegate effectively, and ensure employees have sufficient recovery time after peak periods of stress.

How to fix it:

Stop rewarding efficiency with endless additional tasks. If someone is great at their job, protect their bandwidth instead of exploiting it.
Set realistic expectations for workloads and enforce sustainable work hours. If leadership isn’t modeling balance, employees won’t believe it’s possible.
Invest in tools, automation, and support staff to ensure people aren’t drowning in work they weren’t hired to do.

2. Lack of Control: The Micromanagement Trap

What’s going wrong?

Employees are hired for their expertise, yet many workplaces strip them of autonomy. Constant oversight, micromanagement, rigid policies, and decision-making bottlenecks lead to frustration and disengagement. Lack of control leads to frustration and powerlessness, making work feel meaningless. No one wants to feel like a cog in a machine.

What to do instead:

Give employees more autonomy. Let them make decisions about their workload, set priorities, and contribute ideas. If someone is feeling stuck, provide opportunities for skill development and growth. People need to feel like they have agency over their work.

How to fix it:

Give employees decision-making power over their work. Autonomy increases engagement and job satisfaction.
Reduce unnecessary approvals and bureaucracy that slow down productivity.
Trust your team. If you don’t, you either have the wrong team—or you’re the problem.

3. Lack of Recognition: The Invisible Workforce

What’s going wrong?

Employees feel unappreciated. They work hard, but their efforts go unnoticed. Compensation, promotions, and acknowledgment don’t match their contributions. Employees who go above and beyond without acknowledgment eventually stop trying. Worse, if only ‘loud’ employees get credit, your quiet top performers will quietly disengage—or leave. Over time, this leads to demotivation and disengagement.

What to do instead:

Recognition doesn’t have to be extravagant. A simple “thank you,” public acknowledgment, or meaningful feedback goes a long way. Ensure salaries are competitive and tied to actual performance. Don’t just reward output—reward effort, creativity, and impact.

How to fix it:

Make recognition a regular habit. Celebrate small wins, not just massive milestones.
Ensure promotions and bonuses are based on merit, not favoritism.
Provide specific and meaningful praise—‘Great job’ is nice, but ‘Your analysis helped us secure this deal’ is better.

4. Lack of Community: Poor Relationships Burnout

What’s going wrong?

Toxic workplaces aren’t just about bad bosses—they’re about cultures that foster isolation, exclusion, or outright hostility. Office politics and lack of team support create disconnection and conflict. Remote work has added another layer of distance, with employees feeling like faceless names in endless Zoom calls. Without positive, respectful working relationships, employees feel unsupported, making stress harder to manage.

What to do instead:

Focus on building a culture of respect and collaboration. This doesn’t mean forcing people to be friends with coworkers or to socialize outside of work—it means ensuring day-to-day interactions are professional, supportive, and rooted in good communication. Leaders should model trust, inclusivity, and openness, so employees feel safe and connected even if they’re not “bonding” socially.

How to fix it:

Build team cohesion intentionally—through clarity, shared goals, and open communication, not just forced team-building events.
Address toxic behavior immediately. A single bad actor can poison an entire team.
Foster meaningful work relationships by creating psychological safety where employees feel comfortable speaking up and collaborating.

5. Lack of Fairness: The Fastest Way to Lose Trust

What’s going wrong?

Pay gaps. Favoritism. Inequitable workloads. Biased decision-making. Promotions that go to the ‘well-liked’ instead of the most qualified. Unchecked bias in performance reviews. When employees perceive their workplace as unfair, motivation tanks, resentment builds, and turnover skyrockets. Inconsistent and unfair treatment erodes trust and breed sresentment.

What to do instead:

Transparency is key. Set clear expectations for promotions, compensation, and workload distribution. If employees perceive unfairness, listen and take corrective action. Ensure policies are applied consistently and fairly across the organization.

How to fix it:

Conduct regular equity audits on pay, promotions, and workload distribution.
Create transparent criteria for advancement, raises, and recognition.
Hold leadership accountable—if fairness isn’t modeled at the top, it won’t happen anywhere else.

6. Values Mismatch: When Work Feels Meaningless

What’s going wrong?

Not every employee expects work to be their life’s calling. Some are there for a paycheck and find fulfillment in family, hobbies, or community. That’s valid. But when a company markets itself as “mission-driven” or “people-first” and then operates in ways that contradict those claims, it creates frustration and distrust. Employees may be asked to cut corners, prioritize profit over people, or work in ways that undermine the values they thought they were signing up for. Over time, this mismatch erodes motivation, trust, and engagement.

What to do instead:

Companies must be honest about their values and transparent about what working there actually looks like. Employees don’t need a workplace to supply their sense of purpose, but they do need consistency and respect. If a company promises integrity, balance, or innovation, those values need to show up in daily decisions—not just in glossy branding.

How to fix it:

Make values clear at the time of hire—no bait and switch. If the culture is hard-driving, say so. If collaboration is non-negotiable, say that upfront.
Hold leadership accountable to the stated values. Don’t just reward revenue; reward integrity and alignment with company commitments.
Ensure policies and decisions reflect the workplace you promised. Employees should not have to “fix” the culture; it’s the company’s responsibility to deliver the environment it advertises.

Burnout Is a Leadership Problem, Not an Employee Problem

The biggest mistake companies make is treating burnout as an individual issue rather than a structural failure. When employees are burning out, it’s because the system is broken—not because they’re weak or incapable.

Organizations that ignore burnout pay the price in lost productivity, high turnover, and damaged reputations. Leaders who take burnout seriously, however, create workplaces where employees thrive—and when employees thrive, companies succeed.

It’s time to stop blaming the individual and start fixing the system.

Final Thoughts: Burnout Is a Leadership Problem

The bottom line? Burnout isn’t about ‘weak’ employees who can’t handle stress—it’s about broken systems that push people to their limits. Leaders have the power (and responsibility) to create workplaces where people can thrive, not just survive.

Fixing burnout isn’t about wellness perks, yoga sessions, or resilience training—it’s about addressing the structural issues that make burnout inevitable in the first place. Companies that take this seriously will retain their best talent, improve productivity, and create workplaces where people actually want to stay.

The question isn’t whether burnout is happening in your organization—it’s whether you’re willing to fix it.

💣 Need Help? Toxic Work Culture Edition

If your job is draining the life out of you, it’s not just “stress”—it’s a health threat.
Burnout isn’t fixed by bubble baths or mindset hacks. It’s systemic, and it’s solvable.
🚨 Book your free 20-minute strategy session and let’s create a plan to get your health—and power—back.

Article References

The sources cited in the article:

Dr. Christina Maslach. “Dr. Christina Maslach UC Berkeley Psychology” Dr. Maslach UC Berkeley Profile
Forbes. “Reduce Burnout Risk: Fix the Workplace Mismatches.” Forbes - Reduce Burnout Risk: Fix the Workplace Mismatches
American Psychological Association (APA). "Why We’re All Burned Out and What to Do About It.” APA - Burned Out
Forbes. “The 6 Causes of Professional Burnout and How to Avoid Them.” HBR - The 6 Causes of Professional Burnout
Mindgarden. “Maslach Burnout Inventory (MBI).” Mindgarden - Maslach Burnout Inventory