Burnout or Overworked? The difference and how to prevent it.
We've all felt stressed, but when does it cross the line? The terms overworked and burnout are often used interchangeably, but they’re not the same. Recognizing where you or your employees stand is key to taking the right steps before it's too late.
Overworked: Warning Signs
You’re running on empty, but you’re still functioning. Being overworked (‘overspannen’ in Dutch) happens when stress builds up over time and symptoms can include:
Constant fatigue but still being able to push through
Difficulty concentrating, but still getting things done
Increased irritability and emotional ups and downs
Tension headaches, muscle pain, or trouble sleeping
With proper rest and recovery, you can bounce back relatively ‘quickly’. Usually within a few weeks or months, depending on the severity. If not managed properly, it could result into burnout, depending on several factors.
Burnout: When Your System Shuts Down
A burnout is different. It develops after a prolonged period of stress, often lasting longer than a year. You’re not only mentally drained, but also physically exhausted and experience symptoms like:
Extreme exhaustion, even after rest
Cynicism and detachment, feeling unmotivated and disconnected
Cognitive issues like brain fog, extreme forgetfulness and trouble focusing
Physical symptoms like headaches, nausea (even fainting) and chronic pain
Research showed that 90% of those with burnout also meet the criteria for depression.
Burnout is not a mental disorder
Wait what?
Well, technically, burnout is not (yet) characterized as a mental disorder or medical condition in the DSM-5. However, the World Health Organization (WHO) recognizes burnout as an important occupational phenomenon that influences health status or contact with health services.
Burnout Recovery
A burnout is really not easy to recover from. Most people need to stop working and completely reassess their lives. The recovery process is all about rest and it can take months or sometimes years before someone is able to even slowly return to work.
What Causes Burnout?
Burnout isn’t just about having ‘worked too hard’. It’s often caused by workplace stressors combined with personal stressors and/or personality traits, that pile up over time:
Workplace Triggers
Workload Overload: Too many tasks, unrealistic deadlines, no time to recharge
Lack of Control: Feeling powerless over your schedule, projects, or career path
Unclear Expectations: Not knowing what’s expected of you, leading to constant pressure
Toxic Work Environment: High-pressure workplaces, poor leadership, or lack of support
Personal Stressors
Family responsibilities
Financial pressures
Personal health concerns
Social pressures
Personality traits
Perfectionism: Setting impossibly high standards for yourself
Neuroticism: A personality trait linked to higher burnout risk
Lack of Boundaries: Saying yes to everything and having difficulty unplugging and/or not taking enough downtime
Too High Work Engagement: Being too emotionally attached to work and struggling to detach (engagement is positive, but over-engagement without letting go is not)
What Helps Prevent Burnout
Both individuals and companies can take steps to prevent burnout. While they may not eliminate the risk entirely, they can greatly contribute to a healthier work culture and support wellbeing.
For Companies
Regular Check-Ins: Have regular 1:1’s with your team members. Don’t just ask about deadlines but also check how your employees are really feeling (and act upon what they tell you).
Set Clear Boundaries: Discourage 24/7 availability and normalize real time off (you might need to remind them as some employees still want to show their best side)
Encourage Open Conversations: create a culture where discussing stress is safe and judgement-free.
Promote Real Recovery: Taking a break isn’t just about time off. It’s about mental and physical recovery. Encourage stress-reducing activities like exercise, mindfulness, or creative hobbies.
Foster a Supportive Work Environment: A positive and inclusive company culture reduces stress and improves overall wellbeing.
Provide External Support: Coaching, stress management training, and external experts can help prevent burnout before it’s too late.
For Individuals
Listen to Your Body: it sounds so simple, yet so many don’t do it. Pay attention to early warning signs like persistent fatigue, headaches, irritability or being sick often. Your body signals when it’s time to slow down.
Set Personal Boundaries: Don’t let work, family or friends take over your life. Protect your rest time. Not only from work, but also in your personal life.
Prioritize Recovery Activities: Find out what helps you recharge.
Seek Help Early: Don’t wait until you’re completely burned out. Talking to a coach, therapist, or trusted colleague can help you regain control before things spiral.
Take Action Before It’s Too Late
Understanding the warning signs and taking action early for yourself or your team can save careers and businesses. If you have any questions or concerns, please don’t hesitate to reach out.
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Mayo Clinic. (2021). Job burnout: How to spot it and take action.
Verywell Mind. (2023). Burnout: Symptoms, risk factors, prevention, treatment.
Indeed Editorial Team. (2023). 9 causes of burnout (with helpful ways to manage it).
WebMD. (2022). Burnout: Symptoms, risk factors, prevention, treatment.
Centers for Disease Control and Prevention. (2023). Understanding and preventing burnout among public health workers.
Medical News Today. (2023). Preventing burnout: 7 strategies and when to seek help.
World Health Organization. (2019). Burn-out an "occupational phenomenon": International Classification of Diseases.
Bianchi, R., & Schonfeld, I. S. (2023). Neuroticism, perfectionism, and emotion suppression in burnout. Personality and Individual Differences, 198, 111798.
Hill, A. P., & Curran, T. (2022). Perfectionism as a predictor of physician burnout. BMC Health Services Research, 22(1), 1234.
Zhang, L., & Gan, Y. (2023). Perfectionism, test anxiety, and neuroticism determine high academic performance. BMC Psychology, 11(1), 45.