Causes of burnout and what you do about it as an employer

Burnouts are not only a personal problem, but also a major risk for employers. From recent research by TNO and CBS (2024) turns out that 1 in 5 employees (21%) suffers from burnout symptoms. This has enormous consequences: according to ArboNed on average, a burnout leads to 8 months of sick leave, what companies per employee €60,000 in costs yields.

Workload and work stress are the biggest causes of long-term absenteeism in the Netherlands (NEW, 2024). The impact is not just financial; an unhealthy work culture ensures lower productivity, more turnover and a worse working atmosphere.

As an employer, you want motivated and healthy employees. But how do you prevent work pressure and stress from leading to dropouts? What are the most important causes of burnout? And most importantly: what can you do about it?

In this blog, you’ll discover:

• The 5 biggest causes of burnout within organizations
• why employers play a key role in burnout prevention
• Practical tips and tools to to prevent burnouts

🚀 Do you want to reduce burnouts within your organization? Read on to find out how, as an employer, you can get a grip on workload and stress.

📌 The 5 biggest causes of burnout

Burnouts don’t just happen. It is often a combination of high workload, prolonged stress and insufficient recovery. As an employer, you have an influence on these factors. Here are the 5 biggest causes of burnouts in organizations — and what to do about it

1 ️ ︎ Too much work pressure and stress

🔹 Problem:

Many employees have structurally too many tasks, tight deadlines and high expectations. This causes chronic stress, which keeps the body constantly in “fight-or-flight” mode. In the long term, it affects nervous system exhausted, resulting in burnout.

📊 Fact: according TONS (2024) names 45% of employees work pressure as the main stress factor.

🔹 What can you do as an employer?

✅ Measuring workload with regular surveys or AI tools like Deepler.

✅ Distribute tasks smarter and set realistic deadlines.

✅ Give more autonomy: let employees manage their own schedule.

2 ️ Lack of autonomy and control

🔹 Problem:

Workers who have a little say in their work, are more likely to experience stress and exhaustion. This is especially true for organizations with micromanagement or strict hierarchy.

📊 Fact: Out research turns out that low autonomy increases the risk of burnout by 40%.

🔹 What can you do as an employer?

✅ Give more ownership: let employees make their own decisions.

✅ Less micromanagement: focus on output instead of control.

✅ Use feedback loops: ask employees what they need.

3 ️ ︎ Poor work-life balance

🔹 Problem:

By working from home and continuous accessibility blurs the line between work and private life. As a result, employees get less rest and the risk of chronic stress.

📊 Fact: ARBO portal reports that 36% of employees check emails outside working hours, which leads to increased stress.

🔹 What can you do as an employer?

✅ Clear working arrangements: stimulate ‘out-of-office’ moments.

✅ Flexible working hours: give space for a healthy balance.

✅ Adjust the work culture: stop the “always available” mentality.

4 ️ ︎ Unhealthy company culture

🔹 Problem:

One tough, competitive culture where employees do not feel safe increases stress and dropout. This mainly happens in organizations where high performance pressure and low appreciation be the norm.

📊 Fact: Our own research shows that a bad work atmosphere is a greater predictor of burnout than work pressure itself.

🔹 What can you do as an employer?

✅ Create a safe working atmosphere: encourage open communication.

✅ Train executives: help managers recognize stress signals.

✅ Show appreciation: make recognition and feedback a regular part.

5 ️ ︎ Lack of recognition and appreciation

🔹 Problem:

Employees burn out more quickly when they feel that their efforts are not being seen or appreciated. This leads to low motivation, cynicism and emotional exhaustion.

📊 Fact: according TON (2023) hath 1 in 3 employees feel that their work is not valued, which contributes to burnout symptoms.

🔹 What can you do as an employer?

✅ Give regular feedback and appreciation.

✅ Provide growth opportunities within the organization.

✅ Encourage a positive culture by celebrating successes.

📌 What can an employer do to prevent burnouts?

Preventing a burnout is easier and cheaper than reintegrating a long-term ill employee. As an employer, you play a crucial role in this. With the right strategies and adjustments, you can reduce the workload and create a healthy work environment.

Here are 5 proven methods to prevent burnouts within your organization:

✅ Measuring workload and timely intervention.

✅ Training supervisors in stress management.

✅ Creating a healthy work culture without performance pressure.

✅ Implementing flexible work models to improve work-life balance.

✅ Stimulating recovery and relaxation within the organization.

By actively focusing on prevention, you create a productive, healthy and engaged team.

Do you want to prevent burnout within your organization? With Deepler’s AI-driven workload measurements do you get real-time insight in stress levels and major causes.

🔹 Request a free demo and learn how to build a healthier work culture!

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