- The Meeting Matters

Burnout is no longer just a buzzword, it’s a real and growing issue in today’s fast-paced work
culture. Employees across industries are feeling the weight of increased responsibilities, blurred
work-life boundaries, and constant pressure to perform. As a result, emotional exhaustion,
detachment from work, and reduced productivity have become alarmingly common.
According to the World Health Organization (2019), burnout is classified as an occupational
phenomenon resulting from chronic workplace stress that has not been successfully managed. It
is characterized by three main symptoms: feelings of energy depletion or exhaustion, increased
mental distance from one’s job and reduced professional efficacy. While burnout is not officially
recognized as a medical condition, its impact on mental and physical health is undeniable.

Why Burnout Happens
Burnout often stems from prolonged exposure to stressors such as unrealistic deadlines, lack of
support, micromanagement, limited autonomy, and unclear job roles. The rise in remote and
hybrid work models has also contributed to burnout, as employees struggle to set boundaries and
disconnect from work after hours (Gallup, 2020).
Research suggests that burnout is more likely to occur in environments where there is a
mismatch between the individual and the job in areas such as workload, control, reward,
community, fairness, and values (Maslach & Leiter, 2016). In other words, when people feel
undervalued, overwhelmed, and unsupported, burnout becomes almost inevitable.

Preventing Burnout: What Can Be Done?
While burnout is serious, it is also preventable. Preventing burnout requires a proactive approach
from both employees and employers. On an individual level, employees can:
• Practice time management and prioritize tasks realistically
• Take regular breaks and use their vacation days
• Set boundaries to protect personal time
• Engage in stress-relieving activities such as exercise, mindfulness, or hobbies
However, self-care alone isn’t enough if the workplace environment remains toxic or
unsupportive. Organizations must also step up by creating a culture that values mental well
being. This includes:
• Offering flexibility in work hours or location
• Providing clear communication about job expectations
• Encouraging open conversations about mental health
• Promoting fairness and recognition across teams
One of the most effective organizational tools to prevent and address burnout is the Employee
Assistance Program (EAP).

What Is an EAP and How Does It Help?
An Employee Assistance Program (EAP) is a confidential workplace service that offers support
for a variety of personal and work-related issues, including mental health, substance abuse, legal
concerns, and family problems. These programs are designed to help employees navigate
challenges before they escalate into more serious problems like burnout, absenteeism, or
turnover.
According to Attridge (2019), EAPs have been shown to significantly reduce psychological
distress and improve work functioning. Employees who use EAP services report better emotional
health, increased productivity, and improved relationships at work.
EAPs typically provide short-term counseling, referrals to specialists, and resources such as
stress management workshops or webinars. Some even offer financial counseling or legal aid.
For organizations, investing in EAPs is not just a compassionate move—it makes financial sense.
A study by the Employee Assistance Professionals Association (EAPA, 2020) found that for
every dollar spent on EAPs, employers saved $3 to $10 through improved productivity, reduced
absenteeism, and lower health care costs.

Why EAPs Are Underused
Despite their benefits, many employees hesitate to use EAPs. Some are simply unaware of these
services, while others fear a breach of confidentiality or stigmatization. This points to a need for
better promotion and education around EAPs. Employers should normalize help-seeking
behavior and make EAP information easily accessible.
Management training is also crucial. When supervisors understand how to identify signs of
burnout and refer employees to EAPs early, outcomes improve. Creating a psychologically safe
environment, where employees feel heard and supported, is essential for EAPs to be effective.

Conclusion
Burnout is not just an individual problem; it is a systemic workplace issue that requires systemic
solutions. While personal strategies like mindfulness and time management can help, real
prevention happens when organizations take responsibility for employee well-being. EAPs play a
vital role in this process by offering early intervention, counseling, and ongoing support.
As the modern workplace continues to evolve, especially in the post-pandemic world, companies
must prioritize mental health not just as a policy, but as a practice. Supporting your workforce
today means creating sustainable, burnout-resistant environments, and EAPs are a great place to
start.

References
Attridge, M. (2019). Employee assistance programs: Evidence and current trends. In R. J. Burke
& C. L. Cooper (Eds.), The fulfilling workplace: The organization’s role in achieving individual
and organizational health (pp. 125–149). Routledge.

Employee Assistance Professionals Association. (2020). EAP effectiveness and ROI.
Gallup. (2020). Employee burnout: Causes and cures.
https://www.gallup.com/workplace/285674/employee-burnout-part-causes.aspx

Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and
its implications for psychiatry. World Psychiatry, 15(2), 103–111.
https://doi.org/10.1002/wps.20311

World Health Organization. (2019). Burn-out an “occupational phenomenon”: International
Classification of Diseases. https://www.who.int/mental_health/evidence/burn-out/en/