Are your employees burning out? I sure hope not, but it’s quite possible you have a few who  feeling a little singed.

The rates of burnout have been climbing steadily every year. 1.In 2021 it was reported to be 13.5%. In 2002, 59% and now it’s at 77%! YIKES!


When I was at the beach walking this morning “musing” on what I would write about tonight the only word I heard was “burnout.” It’s a word I have personal experience with, so I came home and decided to do a little research. There is a ton of info out there on it now, since it’s crept up to crisis proportion!

Well guess what?


This happiness coach found you a “Shine the light on what is right” moment.  I discovered that Gallup had done some investigation into the “burnout-free” employees out there.

Yep, they exist. Let’s see what these folks have in common.


First and foremost – the burnout-free employees are engaged at work.


Engaged employees know what’s expected of them, have what they need to get their work done, and have a leader who helps them manage their workload, collaborate effectively, and see a clear path to a bright future. (I know it sounds like a lot, but it’s actually doable. I know because my clients are doing it.)

Burnout-free employees experience high well-being

These lucky burnout-free peeps work in a culture that celebrates their strengths. When we are using our natural talents and building on what we do best, we are more likely to enter what Mihaly Csikszentmihalyi calls a “state of flow.” Now that’s happiness!

One person might reach this state by having meaningful conversations with others, some while reading spreadsheets. Regardless of what it is, uninterrupted, focused time doing what you are good at is critical to avoiding burnout.


So, what can you do to help reduce burnout while engaging the best in your people?


First establish mutual expectations and priorities. After 33 years of consulting I can’t tell you the number of times employees confided in me that they didn’t mind the extra work. What they minded was that leaders kept piling work on to them, without helping them prioritize it. Duh.


Give people the resources they need and get rid of any barriers that cause unnecessary stress. Those are often called “Sacred Cows”. Slay them. And make sure people see you do it!

And of course – show how much you care! Ask for opinions, recognize contributions, and be genuinely interested in people’s well-being. Laugh with them often.


Your remote workers may need a little special care, they’ve been the most at risk for burnout throughout much of the pandemic.


Check in with them more frequently, be mindful of the communication and collaboration challenges that are part of remote work.

Be proactive. Help employees feel connected to their colleagues. Create professional development opportunities for remote workers. (Try my fabulous “lunch and learn” program, “Don’t Believe Everything You Think” People rave about it! It’s compelling, science based, and delivers on its promise to deliver 7 simple strategies for changing your stressful reality.)


Positive leaders know how to help people spend most of their time playing to their strengths. They build collaboration which lessens stress on other team members.  A Positive Leader  inspires a shared sense of purpose and builds strong teams.


While managers play an essential role in decreasing burnout, of course the ultimate responsibility falls on the leadership team that is building the culture. (You know that’s my favorite topic.) Call me and get me talking! 561-279-0027


The right kind of culture supercharges engagement, wellbeing, and strengths. It provides the mindset, programs, policies, training, and support to make thriving lives possible. When employers create thriving workplaces, they not only solve their retention issues but also boost productivity.

If you are reading this “Museletter” you are probably on your way to that kind of culture, if not there already.

If you are not there, know that culture transformation doesn’t happen overnight. It takes a serious, long-term commitment from executive leadership.


The pandemic years have made one thing clear: the organizations that win the talent, customers, and profits of the future will be those that care for their employees best.


Burnout isn’t inevitable. By focusing on engagement, wellbeing, strengths, and of course happiness, you can decrease burnout while increasing productivity.

We all have a role to play. Let’s make burnout a thing of the past.

Come visit me at Positive Energizer    and jump on board with me this May (Mental Health Awareness Month) and get a complimentary strengths evaluation with me ($500 Value)

Let’s beat burnout together!

With gratitude,



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