Burnout Isn’t a Staff Problem. It’s a Leadership Problem.

A few years ago, I noticed a shift in our office.
People weren’t showing up the same way. Energy was low. Tasks were getting done, but just barely.

At first, I thought it was them.
They needed more PTO. More team lunches. A little motivation.

But the truth hit hard.
This wasn’t a staff issue. It was a leadership one.

The Warning Signs

Burnout rarely shows up as someone quitting on the spot.
It creeps in slowly—through silence, sarcasm, avoidance, or just going through the motions.

You’ll hear it in the way someone says “I’m fine.”
You’ll feel it when your team stops bringing ideas or feedback.
You’ll see it when a once-motivated employee starts checking out before the day is done.

When that becomes the norm, something is off. And it’s not something you fix with a gift card or a Friday lunch.

Where Burnout Starts

Burnout doesn’t come from laziness.
It comes from confusion, frustration, and lack of progress.

As leaders, if we’re not clearly communicating the why, the how, and the where we’re going, we create chaos—even without realizing it.
When people constantly feel like they’re behind, or unsure if they’re doing the right things, they start to shut down. Not because they don’t care, but because it’s exhausting to guess all day long.

I’ve been there. And I’ve been the one creating that chaos.
But once I started owning it and making changes, everything got better.

How to Lead Through It

Here’s what helped me, and what continues to work in our practice:

Make things clear.
Your team should always know what success looks like. Not just vague goals like “be efficient,” but clear expectations and outcomes they can work toward.

Protect your people.
Don’t take on every opportunity and expect your team to keep up. If you want a sustainable practice, boundaries have to start with you.

Let go of control.
Burnout thrives when people feel like they have no power. Give your team real ownership. Let them make decisions, lead projects, and contribute ideas.

Have real conversations.
Ask better questions. Not just “How’s it going?” but “What’s been hard lately?” or “What could we change that would make your role easier?”

The Bottom Line

Most people want to do great work.
They want to be part of something that matters. But if they’re showing signs of burnout, the solution doesn’t start with them. It starts with you.

When leadership gets better, everything else starts to shift.
That’s where the real culture change happens.