Have you ever had a high performer say, “I’m shaking. I’m non-functional. I can’t do this anymore. I don’t care if I lose my six-figure salary.”

That’s exactly what a CEO shared with me recently at a Banish Burnout Executive Briefing.

His most reliable senior manager, normally a rock, hit a breaking point. The culprit?

A season of overwork, staff shortages, and unchecked stress – a recipe for burnout.

What can leaders learn from this story?

This situation reveals critical lessons about awareness, communication, and leadership responsibility to prevent burnout.

?? Just because someone seems okay does not mean they are okay.

The CEO assumed his manager was fine because he always had been. But stoic high achievers often hide their struggles. And everyone has their limits.

?? Overwork is a silent burnout trigger.

The manager had been carrying a heavy load due to staff shortages. The expectation that employees will simply absorb additional workload creates unsustainable pressure.

?? Leaders must be proactive in communicating.

When was the last time you really checked in with your team?

            How is the workload affecting you?

            Do you need any additional resources?

            What other support would help?

High achievers may not openly admit they’re struggling, but consistent meaningful check-ins can create space for them to be honest.

How can leaders prevent burnout?

Once burnout happens, expecting immediate or near-term recovery is unrealistic. A burned-out worker needs months to recover.

Here are 3 ways leaders can help:

? Recognize the subtle signs of burnout

Burnout does not happen overnight. Was this person showing micro-clues before he hit the breaking point? These may include: increased frustration, withdrawal, or signs of exhaustion. Noticing burnout clues is key.

? Make check-ins part of your culture

After periods of heavy workload, as your team:

            How did it go?

            What needs to change about our process?

? Customize communication styles

Not everyone is comfortable discussing stress openly. Try speaking their language. For example: I know we’ve all put in extra effort this season. How are you doing?

This is about cultivating a sustainable well-being culture where employees don’t burn out.

If your organization needs guidance preventing burnout, then let’s chat.

Get in touch at: Janice@JaniceLitvin.com.