Jodi Quemelen

What it is, and how to recover from it:

If you’ve ever felt drained and overwhelmed, despite working hard to stay diligent and do everything you can, chances are, you’re not lazy. You’re most likely burnt out. And you’re not alone. Burnout is increasingly common across the entire workforce, from entry level employees to senior leadership members. While it can feel discouraging, burnout opens up an important conversation about stress management, mental health, and workplace well-being.

What the heck is burnout, really?

Psychologists define burnout as a state of emotional exhaustion, depersonalization (cynicism), and reduced sense of accomplishment. But let’s be honest—most people don’t relate to that clinical language.

Here’s my definition of burnout:

“Burnout isn’t just about being tired—it’s what happens when your genuine effort goes unseen, unappreciated, or unrewarded. It’s the slow decline of motivation that occurs when you continuously show up for others, but no one truly shows up for you.”

In other words, burnout often comes from caring deeply and not being met with care in return. And that truth applies to both Gen Z employees and the managers who lead them.

Burnout in Gen Z Workers

Let’s start with the newest members of the workforce. Gen Z employees are navigating:

• Rising mental health struggles
  
• The pressure to prove themselves
  
• Constant digital connectivity with little room for boundaries
  
• Confusion about job expectations
  

Burnout for Gen Z workers looks like:
Quiet quitting, emotional breakdowns, job hopping, and emotional/mental withdrawal.

Burnout in Managers

Managers can often also carry the emotional weight of the entire team. They can often face:

• Shielding your team from chaos
  
• Contributing to and monitoring people & their performance
  
• Navigating a constantly changing environment
  
• Showing up even when you’re running on flames
  

But when your team doesn’t respond the way you hoped—or worse, seems to take your efforts for granted, you start to wonder if your effort even matters. 

How to Prevent Burnout

Managers can:

• Give specific praise to employees, not just “great job”
  
• Celebrate small wins
• Recognize the effort, not only the outcomes
  
• Ask your team: What helps you feel supported here?
  
• Don’t assume that silence = satisfaction from others. Check in!
  

Gen Z Employees can:

• Communicate periodically what’s working vs what’s not
  
• Express appreciation for constructive feedback and mentorship
  
• Advocate for your mental health needs
• Learn the difference between being unsupported and being unchallenged
  

Both Gen Z Employees and Managers can:

• Normalize having honest conversations about personal limits
  
• Create a workplace culture that normalizes where rest & recovery without guilt
  
• Value people as humans, not just performers.
  
• Celebrate the small wins often!
  

Burnout doesn’t = failure. It’s just a Wake-Up Call

Burnout doesn’t mean that you’re not capable of keeping up with life’s demands. It simply means that it’s time for something to shift in order to set you up for future success.

Together, with a little bit of work and self-awareness, we can create workplaces where well-being and performance go hand in hand.

See you next week!

Peace,

Jodi Q.