Burnout is a syndrome — not an officially recognized disease — that results from chronic stress in the workplace. How do you recognize burnout, and what is its link with stress? These are crucial questions, especially considering that burnout significantly contributes to absenteeism and workplace costs.
What Is Burnout?
The World Health Organization (WHO) defines burnout as an occupational phenomenon — not a medical condition — caused by unmanaged chronic workplace stress. According to the WHO, burnout is:
"A syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed."
While this classification is a step forward, it may fall short for the many people suffering from burnout. A recent survey by Indeed found that 52% of employees reported feeling burned out — up 9% since before the COVID-19 pandemic.
Recognizing the Signs of Burnout
Burnout typically develops gradually, often going unnoticed until it's fully developed. The WHO outlines three core symptoms:
- Energy depletion or exhaustion
- Increased mental distance from your job or negative/cynical feelings about it
- Reduced professional efficacy
Additional symptoms often reported by those with burnout include:
- Physical and mental exhaustion
- Memory and concentration issues
- Headaches, stomach aches, or muscle pain
- Cynicism and emotional detachment
- Feelings of failure or ineffectiveness
- Sleep disturbances
- Rumination and irritability
Some assessments use five key statements to determine burnout severity:
- I feel emotionally exhausted by my work.
- At the end of a working day I feel empty.
- I feel tired when I get up in the morning and am confronted with my work.
- It takes a lot out of me to work with people all day.
- I feel completely exhausted by my work.
If these resonate frequently over several months, burnout may be present. Many of these symptoms overlap with depression, which makes diagnosis challenging. Researchers are still working to identify biological markers that uniquely distinguish burnout from depression.
The Connection Between Burnout and Stress
While acute stress can temporarily boost energy and performance, burnout stems from chronic stress that is never resolved. At first, stress may drive you to meet deadlines or confront challenges. But over time, if these issues persist without resolution, your body’s energy reserves deplete.
This shift from high-alert stress to total exhaustion is the hallmark of burnout.
Scientifically, burnout is associated with changes in the brain and hormonal systems:
- Reduced activity in the prefrontal cortex (linked to memory, concentration, and emotional regulation)
- Lower cortisol levels in blood plasma, indicating a blunted hypothalamic-pituitary-adrenal (HPA) axis
This low cortisol response makes it harder to cope with new stressors, compounding the fatigue and emotional numbness typical of burnout.
By contrast, people with depression often have elevated cortisol levels, reflecting an overactive HPA axis. This distinction may help doctors differentiate between the two in the future.
Treating Burnout
Burnout recovery typically takes months, making it a costly and complex problem.
Steps to Recovery:
- Complete Rest – Disconnect from work to allow your body and mind to recover.
- Professional Help – Psychologists or psychiatrists can help identify root causes and guide you in developing coping strategies.
- Address Root Causes – Whether it’s toxic workplace culture, overwork, or lack of control, the source of the stress must be addressed.
- Behavioral Changes – Learning to set boundaries, reduce perfectionism, resolve conflict, and practice relaxation techniques can prevent relapse.
You can learn many of these techniques in our course Surmounting Stress, but for full recovery, professional therapy is often essential.
Final Thoughts: Why Burnout Needs Recognition
If burnout becomes recognized as a medical condition — rather than just a “phenomenon” — it could help those suffering receive better support from employers, healthcare providers, and insurance companies.
Until then, prevention through education, systemic change, and personal resilience-building remains our best strategy.
