Companies are reorganizing and getting flatter, but the work isn’t going away—and it’s a recipe for burnout, which can be costly for both individuals and organizations.
People who are burned out are more likely to take sick days, visit the ER and, crucially, look for another job, explained Portia Mount, founder and chief marketing officer for Mount Creative, at BOMA International’s 2024 Women in Commercial Real Estate Breakfast—the eighth annual women’s event at the BOMA International Conference & Expo. “This is a serious issue that we need to pay attention to in ourselves and the people we’re privileged to lead or work with,” Mount said.
What’s the Difference Between Burnout, Stress and Fatigue?
People approaching burnout may suffer from all three of these conditions, but they’re different, Mount said.
Fatigue is extreme tiredness caused by mental or physical exertion, but it’s temporary and usually goes away after some rest.
Stress is a reaction to an external cause that will go away once the situation is resolved. It can be positive or negative, Mount said. “It can stretch us, get us out of our comfort zone and help us grow,” she added.
Burnout is different. It’s overwhelming physical or emotional exhaustion and includes feelings of cynicism, depression, detachment and a sense of effectiveness, she said.
Employees experiencing burnout are 2.6 times more likely to leave their jobs as someone who’s not burned out, Mount said. Burnout also results in higher healthcare costs for organizations via conditions like high blood pressure, anxiety and depression, plus lower productivity.
Why Are We So Burned Out?
Even women who out-earn their husbands are still doing the majority of housework and childcare, according to the Pew Research Center’s American Trends Report. “Imagine you’re running a business, leading a team, managing millions of square feet and you’re still doing housework. Still doing paperwork. Still cooking, still cleaning,” said Mount. “All of that is happening.”
Mothers are also frequently viewed as the “default parent” for calls from school, Mount added. “Even when both parents are listed as the point of contact, mothers are two times more likely to get called than fathers, even when the father’s name is first,” she said. “I can tell you this from personal experience.”
Women tend to take on more non-promotable tasks than male colleagues as well. Non-promotable tasks are the things that create culture, but don’t directly affect career trajectory, such as leading employee resource groups or managing company volunteer commitments.
Grind culture has also impacted burnout levels, Mount said. “We’re now living in an always-on environment,” she explained. “We can always be found. There’s always emails to answer. People can text us and Slack us all day long. On top of that, one of the biggest things I’ve seen as an executive coach is that administrative support has been cut significantly, so you might be doing your own job and also doing a lot of administrative support.”
How to Recognize Burnout
Burnout impacts people in three key ways. It’s important to know the signs so you can recognize them in yourself or others.
Overwhelming physical exhaustion: You may feel drained, as if your internal battery is spent. Headaches, backaches and other body pains are common, as are digestive issues.
Feelings of cynicism and detachment: “This happens when we just can’t take any more in,” Mount said. “We’re just in survival mode trying to make it through the next day.” You may feel as if you’re on autopilot or experience apathy or indifference. Feelings of anxiety are also common.
Feelings of lack of accomplishment: Imposter syndrome, in which high-achieving people feel that they don’t deserve what they have, is common with burnout. So is difficulty concentrating and a feeling like you can’t do anything right—you’re just juggling tasks and struggling.
Tips to Crush Burnout
Burnout is not just an individual responsibility—it’s shared between individuals and organizations. Mount recommended several strategies for attendees and their companies to combat burnout.
Individuals
- Get professional help. Does your organization have an employee assistance program (EAP)? It may allow you to get a few hours of mental health support for free, potentially allowing you to find a provider you click with. “You don’t have to wait until you’re on the ledge at your breaking point,” Mount said. “You can go when you’re feeling anxiety and unrest. Use that resource. It’s there for you.”
- Create and communicate your boundaries. “It could be something as simple as ‘After 6 p.m., I’m not checking email,’” Mount said. “The goal is to find times that are protected. Figure out what works for you, put it on the calendar and make it visible.”
- Schedule and take your downtime. This especially includes protecting your holidays, Mount said.
- Say no. “When you’re asked to take on activities that are not value-added for your career, no is a complete sentence,” Mount said. “It is OK to say no. It is OK to turn down things when your cup is too full.”
Organizations
- Improve job design. When your organization gets flatter or reductions in force happen, do you think about the impact on the people who are still with you? “As a leader, if you’re privileged to lead a team, step back and say, ‘Are these jobs shaped the right way?’” Mount said. “Are they scoped in the same way so we’re not just adding more work on top of our highest performers?”
- Create a better culture. Your company needs the kind of culture where people can raise their hand and say “I’m drowning and I really need help,” Mount said. “Don’t wait until your people are underwater before you ask them. It’s as simple as [asking] in your one-on-ones, ‘How are you doing? What’s your workload like? Do you feel like you’re focused on the right priorities?’”
- Flexibility is important, but it’s not what everyone needs. Some people may need something different, Mount said, especially with the way administrative support has evaporated. “One challenge I’m seeing a lot of is that people can’t find the documents they need to do their work, so there’s poor document management,” Mount added. “Think about the time you can burn looking for what you need to get your job done.”
- Protect holidays and weekends. Time off should be exactly that—time off. Protect people’s time. If you send emails after hours or on the weekends, schedule them to deliver during the recipient’s workday or mention in the email that the person isn’t obligated to respond.
- Know and recognize the signs of burnout. Understand what to look for, and more importantly, lead by example, Mount urged. “You as leaders have the biggest influence on what your teams will do,” Mount said. “Take your vacation. Say, ‘Between 5 and 8 p.m., I’m at a practice and I will not get back to you until after that. I am not available.’ That gives people permission to do that for themselves.”
“We have a choice in how we move in the world and how we react to the stresses in our lives,” Mount said. “No one will advocate for you as much as you can advocate for yourself. Don’t let yourself get to the ledge before you raise your hand and ask for help. As a leader, reach out to your team and make sure you’re having those open and honest conversations. Take care of yourself. Take care of each other.”
