Who Is More Likely to Burn Out?

The following examples are of two employees who work in technical fields at the same fast-paced company with a high turnover rate. Can you spot the differences between the two and guess who might be at greater risk for burnout?

Clare is an energetic and capable 30-year-old, who was recently promoted to the position of senior analyst at a mid-sized company. Her new position will require more responsibility and output. Clare values relationships, takes time to learn about her colleagues, always remembers birthdays, and children’s names, and offers a helping hand. During meetings, Clare takes time to really bond with her colleagues, making sure they feel heard, whether that means chatting about weekends or deeply personal issues alike. She provides extra care whenever needed, even if it means that sometimes her work gets done after hours. Clare largely credits her ability to build relationships for her promotion.

Aria is also an energetic and capable 30-year-old, who was recently promoted to the same position of senior analyst at a mid-sized company. Her new position will also require more responsibility and output. Aria also values relationships, but not particularly building them at work. She starts her meetings with a polite “hello,” and then immediately dives into the tasks at hand. She finds the process of building personal relationships at work unnecessary, but if she enjoys a colleague’s company, she will invite them for a friendly after-work dinner where they can speak about personal topics. Aside from the rare occasion when an urgent deadline forces her to work late, she leaves work sharply at 5 p.m. Aria largely credits her efficiency and technical skill for her promotion.

Who is more likely to burn out?

If you guessed Clare, you’d be right. Why?

Burnout, which I've written about here, is an emotionally, physically, and cognitively draining phenomenon that comes as a direct result of one’s occupation. It emerges either because of a mismatch between one’s resources and capabilities, or between values, either the company’s stated values and its values in action, or one’s personal values conflicting with the company’s values.

Resources vs. Demand

In the examples above, both Clare and Aria are entering into a demanding position that will require more output. As only one resource, both Clare and Aria will have more demands placed on them and the ability to meet those demands will depend on their proven technical skill, but also having time to complete additional tasks. While Aria spends her work time working, allowing her plenty of personal time to recover from any potential exhaustion, Clare spends a larger portion of her work time speaking with colleagues, which causes her work to spill over into her personal time. With less time to actually complete an increasing workload, Clare is more likely to begin feeling overwhelmed.

But, if Clare values relationships, and her workplace allows her to exercise her values, shouldn’t that protect her from burnout?

Mismatched Values

In some contexts, connecting with colleagues throughout the day can absolutely act as a protective break, particularly for someone extroverted who derives energy from building relationships. But, in the context of a high-turnover company, it’s unlikely that sustained relationship building will yield sustained engagement: For many employees, a high turnover rate can feel demoralizing: It is difficult to see colleagues, especially those with whom relationships have been built, come and go. This can be especially challenging for people like Clare who value relationships.

The Sunk Cost of Emotional Labor

Further, elements of psychological sunk cost, where the cost of Clare’s time spent building relationships is sunk with each person who leaves—evoking feelings of regret, exhaustion, or meaninglessness. While Clare invests in relationships, losing colleagues she’s invested in can put her values and the values she sees in professional practice at odds: if colleagues or the company hold similar values of relationships, perhaps more employees would stay and the company would strive to create a culture within which employees want to stay. This difference in values can actually further Clare’s likelihood of experiencing burnout.

Further, investing in work relationships requires not just time, but emotional labor. And emotional labor is labor. As noted in Emotional Labor and Burnout: A Review of the Literature (2019), “emotional labor has been linked to various job-related negative behaviors and adverse health outcomes, such as job dissatisfaction, loss of memory, depersonalization, job stress, hypertension, heart disease, emotional exhaustion, and burnout, and has even been shown to exacerbate cancer” and for many, emotional labor can become draining unpaid labor.

Lastly, the way Aria and Clare see their professional worth differs: Aria is efficient and believes, rightly so, that her efficient technical skill as it directly relates to her job is what has advanced her. Clare, on the other hand, erroneously believes her ability to build relationships, a skill that is largely unrelated to her daily work, is the key component that has advanced her. Instead of believing in her proven technical skill and refocusing her time to protect her from burning out, Clare will continue investing time and energy in building relationships with colleagues who are likely to leave.

Setting Boundaries

In comparison to Clare, Aria exercises strict personal boundaries, both with her personal versus professional time and with her personal versus professional relationships. This allows her to have the time and energy to perform at her job and maintain clear personal relationships with select colleagues that will likely continue whether or not they stay at the company. By creating firm boundaries, Aria thrives in her current environment.

Burnout Essential Reads

When Listening Hurts: How Attentive Listening Can Backfire

How to Survive a Malpractice Lawsuit With Your Soul Intact

While this is a highly context-specific example, if you find yourself resonating with Clare, or feel as though you might be burning out, please see my post here for tips to help wane workplace burnout. If you find yourself struggling to create boundaries, please see my post here. Speaking to a qualified mental health professional can also help.