Burnout is one of the most talked-about challenges in the modern workplace. Yet we often treat it as if it were a single, universal experience with a single, simple solution: working less, setting better boundaries, and building resilience. Although well-intentioned, this approach overlooks a crucial truth: burnout looks different for everyone.
Burnout is not a personal weakness that needs to be fixed; it is a sign that needs to be taken seriously.
When organisations approach it as a design problem rather than an individual problem, the result is something more powerful than mere productivity: sustainable performance, healthier teams and a working environment in which people can truly thrive.
Based on insights from the work of Daisy Auger-Domínguez (Global Chief People Officer at a fintech company and author) we will look at how burnout manifests itself at different levels.
Starters.
Burnout as an invisible form of overload.
For people at the start of their careers, burnout is often not about long working hours, but about uncertainty. Unclear expectations, vague priorities, implicit workplace cultures. Newcomers spend an enormous amount of energy trying to figure out what ‘good work’ actually means. This leads to a very specific kind of exhaustion.
Characteristics:
– Constantly doubting,
– Fear of making mistakes,
– Uncertainty regarding substitutability.
Ironically, they often continue to perform well, which makes their burnout particularly difficult to spot.
Managers.
Burnout: pressure from all sides.
In a management role, burnout takes on a different form. Managers find themselves caught between a rock and a hard place: expectations from above and the needs of their team. They bear responsibility without always having sufficient authority or resources.
Characteristics:
– Work piles up outside working hours,
– Emotional strain,
– The feeling of constantly being behind.
Managers don’t need to work harder. They need better systems.
Executives.
Burnout as moral exhaustion.
At the top, burnout takes on a more severe, often invisible form. Executives make decisions that affect people’s lives, strategy and culture. When those decisions clash with their values, it leads to what we call moral exhaustion.
Characteristics:
– Emotional exhaustion,
– Detachment & cynicism,
– Isolation,
– Decision fatigue.
On the outside, they appear stable. On the inside, they feel exhausted and torn apart.
Founders and non-profit leaders.
Burnout as a loss of identity.
For founders and mission-driven leaders, burnout becomes a deeply personal issue. The organisation isn’t just their job — it becomes their identity. As a result, stepping back feels like a betrayal rather than a chance to recover.
Characteristics:
– Feelings of guilt when at rest,
– Constantly in crisis mode,
– Over-identification with work.
The stakes feel existential. And that makes letting go almost impossible.
De kern: burn-out is een ontwerpprobleem
Across all levels, one thing is clear: burnout cannot be resolved through individual effort alone. Wellness programmes, productivity tips and resilience training are of limited help. They do not address the root cause:
– Poorly designed work processes,
– Unclear decision-making,
– Misguided incentives,
– Invisible emotional labour.
Real solutions start with redesigning work; not with adapting the people who do it.
Burnout is not a personal weakness. It is a warning sign that demands attention. When organisations treat it as a systemic issue rather than an individual problem, the result is something more powerful than mere productivity: sustainable performance, healthier teams and a working environment in which people can truly thrive.
Does this story sound familiar to you?
Whether you’re just starting to have doubts, have been struggling for a while, or, as a manager, have noticed that your team is under pressure — you don’t have to figure it out on your own. At HIDT we support individuals and organisations through burnout: not with off-the-shelf advice, but with tailored coaching that takes into account your role, context and needs.
Would you like to find out more about what hidt can do for you or your team? Take a look at www.hidt.be.