Spotting Burnout Before It's Too Late

Burnout rarely announces itself.
It builds quietly—through missed deadlines, low energy, rising cynicism, or that “just-getting-by” look in someone’s eyes.

By the time it’s obvious, it’s often too late.

Great managers don’t just respond to burnout—they learn how to spot it early, talk about it openly, and prevent it wherever possible.

Why it matters:

• Culture: Ignoring burnout signals that performance matters more than people

• Retention: Burnout drives disengagement—and disengaged employees walk

• Performance: Tired teams don’t innovate, collaborate, or lead

What most managers overlook:

They assume burnout is about workload. Sometimes it is—but more often, it’s about a lack of control, unclear priorities, or unspoken expectations.

When Anne Wojcicki led 23andMe through rapid growth, she intentionally paused to check in on team energy and resilience—not just output. That proactive reflection kept the culture steady during high-demand seasons.

How to spot burnout early:

• Changes in behavior: quiet employees go silent, energetic ones go flat

• A drop in creativity or initiative

• More mistakes, less communication, shorter tempers

• “I just need to make it through this week” becomes the team mantra

Do:
✅ Normalize conversations about energy and workload
✅ Give people permission to speak up early—not when they’re already exhausted
✅ Reevaluate goals and priorities regularly

Don’t:
❌ Reward burnout with more responsibility
❌ Assume people will tell you when they’re drowning
❌ Treat symptoms instead of systems

Burnout isn’t a badge of honor.
It’s a red flag that leadership needs to act.