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Author: Christy Suerth, MS, SPHR, CPC, CHC

  • Engagement Scores Miss the Mark. How To Measure Thrivability and Prevent Burnout

    Engagement Scores Miss the Mark. How To Measure Thrivability and Prevent Burnout

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    Christy Suerth, MS, SPHR, CPC, CHC

    In boardrooms and executive team meetings, the conversation is shifting. Engagement scores miss the mark.

    I’ve seen it firsthand. I worked with a CEO who wasn’t interested in another “engagement survey.” He wanted to know something deeper: How are our people really doing?

    Just yesterday, a colleague told me his CEO asked about “thrivability.” Not retention. Not engagement. But whether employees were truly able to thrive in the culture.

    This tells me something: leaders are starting to realize that thrivability is becoming a core business metric. It’s one they can’t afford to ignore.

    Why Thrivability Matters in Preventing Burnout

    Many organizations talk about well-being. And while well-being matters, it often stops at programs or perks: meditation apps, gym memberships, wellness stipends. Well-being can mean employees are “okay.”

    Thrivability goes further. It asks: are people energized, purposeful, and contributing in ways that drive performance?

    • Retention isn’t enough. Keeping burned-out employees on the payroll costs more than turnover. Thrivability ensures people are energized, not just hanging on.
    • Innovation and agility require energy. Thriving employees contribute ideas, solve problems, and see possibilities others miss.
    • It signals cultural health. When thrivability is high, you’ll see resilience, adaptability, and trust across the organization.

    Thrivability isn’t just surviving. It’s flourishing. And that difference is what drives business outcomes.

    How to Put Thrivability into Practice

    If you’re wondering how to measure and apply this inside your organization, start small:

    1. Ask different questions. Move beyond “Are you engaged?” to “What restores your energy at work?” or “Do you feel your work matters?”
    2. Track energy as a metric. Pulse surveys at the end of the week can reveal whether teams are consistently depleted or restored.
    3. Leverage validated tools. The Maslach Burnout Inventory (MBI) and Areas of Worklife (AWL) Survey are gold standards for understanding where employees are at risk of burnout—and where thriving is most possible. Unlike engagement surveys, they identify the root causes of depletion.
    4. Link to business outcomes. Compare thrivability scores with retention, innovation metrics (patents, ideas submitted), or even customer satisfaction.
    5. Pilot with leaders. Ask managers to track team thrivability and discuss results in staff meetings—make it visible and actionable.
    6. Embed in scorecards. Thrivability deserves a spot next to revenue, margin, and customer experience. What gets measured gets managed. For more ideas, read my article about how one company used KPIs to prevent burnout.

    The Executive Imperative: Measure What Matters

    Forward-thinking CEOs are already asking their teams about thrivability.

    Because companies don’t burn out. People do. And when your people thrive, your business thrives.

    Question for Leaders:
    If you could add one thrivability measure to your scorecard tomorrow, what would it be?

    (And if you’re curious about how tools like the Maslach Burnout Inventory and Areas of Work Life Survey reveal these answers, send me a note. I’m always happy to share how organizations are using it.)

    Thrivability is quickly becoming a leading indicator of organizational performance. I believe in the next five years, boards will begin expecting it reported alongside earnings and customer growth.

    Do you find this information helpful: Subscribe to my newsletter on LinkedIn:

    Learn more about the cost of burnout by reading Burnout Doesn’t Send You an Invoice but It’s Already Draining Your Bottom Line

  • Your Team is Burned Out! Nine Ways to Recognize It

    Your Team is Burned Out! Nine Ways to Recognize It

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    Christy Suerth, MS, SPHR, CPC, CHC

    As a leader in several world-class global organizations, I quickly learned that managing people well is immensely challenging.

    I remember one technical implementation project where we were under tremendous pressure to deliver results with limited resources. I had to balance performance with the wellbeing of my team.

    At one point, a team member, with dark circles under their eyes, told me: “I don’t think I can do this anymore.”

    It was a wake-up call. I realized that while pushing for results was necessary, recognizing and addressing burnout was just as critical. That moment shaped how I lead to this day.

    Burnout Isn’t a Weakness; It’s a Workplace Risk

    Burnout isn’t your team member’s personal flaw. It’s a workplace risk that:

    • Spreads through teams like wildfire
    • Erodes trust and engagement
    • Harms your department’s results
    • Damages your reputation as a leader

    The Costs of Ignoring Burnout

    • Productivity loss: Exhausted employees make more mistakes, recover slower, and need more oversight.
    • Turnover risk: Burnout is a top predictor of attrition. Replacement costs run 1.5–2x an employee’s salary. And in the meantime, the workload piles up.
    • Engagement decline: Burned-out teams don’t innovate. They do the minimum to survive, and you may never hear their million-dollar idea.
    • Reputation damage: A culture of overwork repels top talent. When word spreads, your best candidate my decline, forcing you to settle for a B or C player.

    Read more about the hidden costs of burnout.

    Nine Early Warning Signs of Burnout

    1. Withdrawal – Once-engaged employees pull back in meetings or socially.
    2. Irritability – Small setbacks spark frustration or cynicism.
    3. Declining performance – Not from lack of skill, but lack of energy and focus.
    4. Disengagement – They show up physically, but their spark is gone.
    5. Absenteeism – They take more sick days or PTO than usual. (Gallup: burned-out employees are 63% more likely to take a sick day.)
    6. Griping – Complaints and negativity about leadership become common.
    7. Physical signs – Tired eyes, low energy, weight gain / loss, and visible exhaustion.
    8. Loss of confidence – Once-bold employees shy away from high-visibility projects.
    9. Negativity – They see roadblocks instead of opportunities.

    What Leaders Can Do

    • Put your own mask on first: You can’t support others if you’re running on empty. Seek support from your manager, mentor, coach, or EAP.
    • Name it out loud: Talking about burnout destigmatizes it and opens space for honesty.
    • Model healthy behavior: Take time off, set boundaries, and don’t send late-night emails unless truly urgent.
    • Clarify workload: Burnout thrives in overload and ambiguity. Revisit priorities, redistribute tasks, and remove unnecessary steps.
    • Invest in recovery: Encourage breaks, PTO, flexible schedules, and use of wellness benefits. (The APA highlights recovery as a driver of wellbeing and performance.)
    • Recognize contributions: Recognition is free but often overlooked. Thank people for what they do and who they are.
    • Address root causes: Burnout isn’t fixed with yoga classes. It’s fixed when leaders address workload, control, fairness, community, recognition, and values alignment.

    Your Move as a Leader in 2025

    Burnout isn’t just a human problem. It’s a leadership imperative with business consequences.

    The sooner you recognize and address it, the stronger, more resilient, and more innovative your team will be.

    I gave you nine ways to spot burnout early.

    In your experience, what’s a tenth sign you’ve noticed – on your team, or even in yourself?

    Let’s build a conversation that helps every leader get better at this.

  • How One Company Used KPIs to Reduce & Prevent Burnout

    How One Company Used KPIs to Reduce & Prevent Burnout

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    Christy Suerth, MS, SPHR, CPC, CHC

    Most organizations track employee engagement. Fewer ask: What’s driving disengagement in the first place? Spoiler alert: It is burnou

    If you’re a senior leader or HR executive, you’ve seen engagement scores that fluctuate without clear cause. You’ve launched initiatives, celebrated wins, and burnout still creeps in. That’s because engagement surveys often measure outcomes, not root causes.

    At one company, a mid-sized software company with 500 employees, HR leaders faced this exact dilemma. Engagement scores were decent, but turnover was rising, and exit interviews kept pointing to burnout. So, they tried something different.

    The Six Areas That Changed Everything

    This company adopted Maslach’s Six Areas of Worklife, a research-backed framework that identifies six key dimensions shaping the employee experience:

    1. Workload – Is the volume of work sustainable?
    2. Control – Do employees have autonomy?
    3. Reward – Are contributions recognized?
    4. Community – Is there trust and support?
    5. Fairness – Are decisions equitable?
    6. Values – Do personal and organizational values align?

    These areas were measured using a short quarterly survey and tracked in a leadership dashboard.

    From Theory to Action: The KPI Dashboard

    The HR team built a dashboard that translated each area into a leadership KPI. Here’s a snapshot:

    AreaKPI ExampleLeadership Action
    WorkloadAvg. weekly hours per teamRebalanced project timelines
    Control% employees with decision authorityDelegated sprint planning to teams
    RewardRecognition frequencyLaunched peer-to-peer kudos platform
    CommunityTeam trust scoreIntroduced monthly “team health” check-ins
    FairnessPolicy equity perceptionAudited promotion criteria
    ValuesValues alignment indexConnected work to company mission in town halls

    Within two quarters, they saw a 22% drop in voluntary turnover and a 30% increase in internal mobility. Engagement scores rose, but more importantly, leaders knew why.

    Cost-Benefit: Why It Pays Off

    Cost:

    • Survey setup (internal or via external platforms)
    • Time investment for leaders to review and act on results

    Benefits:

    • Early detection of burnout before performance dips
    • Reduced attrition – Burnout is a leading cause of exit
    • Improved engagement through targeted action
    • Leadership accountability via measurable KPIs
    • Culture transformation – From reactive to proactive

    In summary, they stopped guessing and started diagnosing.

    Why Not Just Use Engagement Surveys?

    Engagement surveys are valuable, but they’re lagging indicators. They tell you what employees feel, not why.

    For example:

    • Engagement score drops → You ask: “What happened?”
    • The Areas of Work Life Survey results show workload and fairness issues → You know exactly what to fix

    Think of Maslach’s framework as the diagnostic tool, and engagement scores as the vital signs. You need both, but only one tells you where to operate.

    Final Thought

    Burnout hits your bottom line. If you’re serious about building a resilient, high-performing culture, it’s time to evolve your metrics. Maslach’s Six Areas of Worklife offer a practical, evidence-based way to turn leadership into a measurable force for good.

    Don’t just measure engagement. Engineer it.

    Sign up for my weekly newsletter.

  • Burnout Doesn’t Send You an Invoice but It’s Already Draining Your Bottom Line

    Burnout Doesn’t Send You an Invoice but It’s Already Draining Your Bottom Line

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    Christy Suerth, MS, SPHR, CPC, CHC

    The 5 Hidden Costs of Ignoring Burnout (and Why It’s Hitting Your P&L)

    Most leaders don’t see burnout until it’s too late. It’s only when a key team member resigns, performance drops, engagement surveys decline, or healthcare costs quietly balloon we ask questions.

    But here’s the truth: Burnout isn’t just a human problem; it’s a business problem. And ignoring it is expensive.

    Here are five hidden costs I see HR leaders and executives miss most often. These are costs that show up directly on your P&L.

    1. Lost Productivity and Presenteeism

    An employee may still be at their desk but mentally checked out. This “presenteeism” costs companies 10x more than absenteeism.

    Example: If a $100K employee is functioning at 60%, you’re losing $40K per year on just one person. Multiply that across a team, and the impact is staggering.

    2. Turnover and Replacement Costs

    When burned-out employees leave, the financial hit is steep.

    • Replacing a mid-level employee: 1.5–2x salary
    • Replacing a leader: up to 400% of salary

    Example: If a $150K leader walks out due to burnout, your organization could be absorbing a $600K loss between recruitment, training, lost opportunity and lost knowledge.

    3. Declining Engagement and Innovation

    Burnout crushes creativity. Teams stop asking, “What’s possible?” and instead focus only on survival.

    Example: That’s the million-dollar idea that never gets voiced in the meeting or the process improvement that could have saved your company six figures annually.

    4. Employer Brand Damage

    Glassdoor reviews. LinkedIn posts. Whisper networks. A reputation for burnout spreads quickl

    Example: If your culture is seen as “toxic,” top talent won’t even apply, forcing you into higher recruiting spend or settling for less-than-ideal hires.

    5. Rising Healthcare and Disability Claims

    Burnout shows up in medical bills. Stress-related illnesses drive up premiums and long-term disability costs.

    Example: A 2023 Gallup study estimated that employee burnout costs U.S. companies $322 billion annually in healthcare and turnover costs alone.

    The Solution

    To effectively combat burnout and enhance employee engagement and well-being, leaders can take several proactive steps. Implementing an organizational Maslach Burnout Inventory (MBI) can help identify the specific areas where burnout is manifesting. Additionally, leveraging AWL Survey (Areas of Work Life) can provide input for scalable solutions. It helps leaders understand where to target efforts; e.g., workload, autonomy, recognition, community, fairness, and/or values.

    The Bottom Line

    When leaders ignore burnout, they’re not avoiding a problem, they’re quietly signing off on an expensive invisible invoice.

    The companies that thrive in the next decade won’t be the ones with the flashiest perks or the longest hours. They’ll be the ones that recognize burnout as the signal it is, and respond with the same urgency and precision they bring to every other business risk.

    Because when you solve burnout, you don’t just protect your people. You protect your business.

  • AI Is Revolutionizing the Workplace, But at What Cost? 

    AI Is Revolutionizing the Workplace, But at What Cost? 

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    Christy Suerth, MS, SPHR, CPC, CHC

    How HR Leaders Can Prevent AI-Driven Burnout and Ensure Employee Well-being Using Maslach’s Six Areas of Worklife

    AI is transforming the workplace faster than most organizations can adapt. From automated workflows to AI-driven analytics, employees are being asked to work alongside new coworkers: machines.

    How effectively are we factoring in the human cost of AI? HR leaders are now on the front lines. They are responsible for designing AI adoption in ways that protect engagement, meaning, and psychological safety.

    The Hidden Risk: AI Can Increase Burnout

    Technology should make work easier. But we all know from experience, it can have the opposite effect too:

    • Increased mental strain: Employees are expected to learn how to use new tools, interpret AI outputs, monitor automated processes, or make decisions faster.
    • Loss of control: When AI dictates decisions, tasks, or priorities, employees may feel disempowered. They may fear that AI will replace them.
    • Change fatigue: Continuous adaptation to technology and AI systems can create stress, even for technologically-oriented employees.

    These issues highlight why burnout is not just about workload or hours. It’s about the design of work itself.

    The Solution: Maslach’s Six Areas of Worklife

    Christina Maslach’s research identifies six key areas that determine whether employees thrive or burn out. Using these areas, HR leaders can design AI adoption in a way that safeguards human well-being.

    A Real-World Example

    In one multinational HR department I observed, AI was introduced to support recruitment efficiency. Initially, employees felt disempowered and stressed. There was concern that AI would eliminate their jobs. By applying the Six Areas framework, the director was able to maintain engagement within the team and prevent burnout. How did they do it?

    Applying the Six Areas of Worklife Framework:

    1. Workload: The AI system was used to automate the initial screening of resumes, prioritizing the best-fit candidates. This significantly reduced the time spent on a repetitive task. Leveraging AI allowed staff to focus on more complex and strategic activities like proactive recruitment and relationship-building, interviewing candidates, and developing recruitment strategies.
    2. Control: While the AI provided recommendations on which candidates to shortlist, the final decision-making authority remained with humans. This ensured that they retained control over the recruitment process and could make decisions based on their expertise and judgment. Also critical, the human decisions supported compliance.
    3. Reward: Led by HR, the company updated its recognition and development plans to include AI-related skills. Employees who effectively utilized the AI system and demonstrated proficiency in managing AI-driven processes could be rewarded with recognition, remuneration, and opportunities for further career development.
    4. Community: Prior to the introduction of the new technology, regularly scheduled team meetings and collaborative projects were maintained to ensure that staff continued to build strong interpersonal relationships with one another. Leadership also organized training sessions to help employees understand and adapt to the new AI system, fostering a sense of community and support.
    5. Fairness: The AI system was designed to be transparent, with objective and legally compliant criteria for how resumes were screened and shortlisted. Employees reviewed the AI-generated assessments, using their judgment and discretion. In addition, regular audits were conducted to ensure that the AI’s decisions were fair and unbiased. Employees were trained to understand the AI’s decision-making process and to explain it to candidates when asked.
    6. Values: The introduction of AI was aligned with the company’s objectives to improve recruitment efficiency while maintaining a human-centric approach. The AI system was implemented in a way that supported the company’s values of fairness, transparency, and employee well-being.

    Key Insight: AI adoption doesn’t replace human-centered design. It amplifies the need for it.

    Practical Steps for HR Leaders

    1. Conduct a Burnout Audit: Map current workloads and stress points. Identify where AI tools may help or exacerbate strain.
    2. Communicate Transparently: Employees should understand why AI is being introduced, what will change, and how they’ll be supported.
    3. Redesign Roles Thoughtfully: Marry AI to human judgment. Clarify responsibilities, and make sure employees retain autonomy over decisions that matter.
    4. Train and Upskill: Offer skill-building programs that help employees adapt to AI without feeling overwhelmed.
    5. Measure Engagement and Perceptions of Safety: Track not only results but also psychological safety, workload perception, and satisfaction as AI tools are implemented.

    Why Leaders Must Act Now

    AI adoption is accelerating fast. Executives and HR leaders who ignore the human impact risk disengaged teams, hidden productivity losses, and high turnover. By integrating Maslach’s Six Areas of Worklife into AI implementation strategies, organizations can unlock efficiency without sacrificing well-being.

    Takeaway

    AI will continue to reshape work, but burnout is preventable when leaders focus on human-centered design. Use the Six Areas framework to ensure that technology serves people, not the other way around.

    Call to Action

    For more insights, follow me on LinkedIn. Questions? Contact me.

  • The Power Gap: The Hidden Driver of Middle Manager Burnout

    The Power Gap: The Hidden Driver of Middle Manager Burnout

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    Christy Suerth, MS, SPHR, CPC, CHC

    I’ve seen it and I’ve experienced it. There’s a quiet, exhausting truth in corporate life. It rarely makes it into senior leadership conversations. People are held accountable for results without having the authority to create them. It causes burnout.

    Middle managers live here:

    • Responsible for ambitious (impossible?) KPIs.
    • Expected to keep teams engaged and productive.
    • Caught between executive vision and frontline practicalities.

    Yet, their ability to make meaningful decisions is often stripped away.

    I call this the Power Gap.

    It’s not just frustrating; it’s one of the most corrosive, and ironically, most preventable, causes of burnout.

    I spent over two decades in multinational corporations leading global Talent Development functions, training countless middle managers. I saw their commitment… their care for their people… their willingness to go the extra mile.

    And I also saw the toll.

    We invested heavily in management training, but the burnout persisted. Why? Because you can’t train away a structural problem.

    The real causes were clear:

    • Workloads that exceeded human capacity.
    • Teams stretched so thin managers became doers instead of leaders.
    • KPIs set without resources to match.
    • Relentless waves of change with no time to recover.

    These are not gaps in skill. They are gaps in design.

    The solutions require courage at the top:
    • Clarify decision rights so managers know where their “yes” and “no” actually count.
    • Balance staffing and workload to match the expectations being set.
    • Protect focus by pacing change instead of piling it on.

    In my experience, many senior leaders will not implement these decisions. They often see the cost of balancing staffing and workload as a hard cost. They view burnout as a soft cost. But, the long-term impact of burnout has significant financial implications.

    • Burnout leads to higher turnover rates, increased absenteeism, and lower productivity. These are real and measurable costs.
    • Investing in balancing staffing and workload is an investment in the organization’s future. It leads to higher employee retention, reduced absenteeism, and improved performance. The ROI from a healthier, more engaged workforce can far outweigh the initial costs.
    • A culture of burnout erodes trust and morale. By addressing the Power Gap, we foster a positive work environment, attracting top talent and ensuring long-term sustainability. Balancing staffing and workload is essential for creating a resilient organization that can adapt to changes and challenges effectively.

    When middle managers have both accountability and authority, with the resources to back it up, they transform. They stop being bottlenecks. They become bridges, connecting strategy to reality, vision to execution, and people to purpose.

    If we want workplaces where people thrive, we have to close the Power Gap. Not by asking managers to “be more resilient,” but by redesigning the very role they’re asked to carry.

    For more information on burnout and its impact, contact me or follow me on LinkedIn.

  • Middle Managers: The Missing Link in Burnout Recovery

    Middle Managers: The Missing Link in Burnout Recovery

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    Christy Suerth, MS, SPHR, CPC, CHC

    Johnny C. Taylor, CEO of SHRM, recently offered practical advice for tackling burnout: spot the warning signs, encourage open dialogue, rebalance workloads, clarify expectations, and connect people with supportive resources like EAPs. These are important. But they’re not enough.

    There’s a blind spot in most corporate conversations around burnout and it carries real business consequences.

    We’re not talking nearly enough about middle managers.

    Middle managers are the connective tissue of every organization. They interpret strategy, drive performance, absorb change, and hold space for their teams, all while trying to meet expectations from above. They’re responsible for culture on the ground. And they’re exhausted.

    This layer of leadership is too often invisible in wellbeing strategies. We focus on frontline engagement or executive leadership development. But we forget the people holding both ends together. That’s a mistake.

    Middle managers are burning out – quietly, constantly, and in plain sight. Nearly half of U.S. middle managers now fear being laid off. Many are pushing themselves beyond what’s sustainable. They show up, stay late, skip recovery time, and carry the emotional weight of others because that’s what they think good leadership requires.

    The cost is staggering. A 2025 study in the American Journal of Preventive Medicine estimates burnout costs between $4,000 and $21,000 per employee, per year. For a company of 1,000 that’s a $5 million annual loss. And that doesn’t include the ripple effects: higher turnover, lower morale, slower innovation, and culture decay.

    If we’re serious about employee wellbeing, and profitability,  we need to get serious about supporting the people in the middle.

    Let’s stop asking managers to do more with less. Let’s stop normalizing heroic over-functioning. Let’s build something better – intentionally, and with heart.

    Here’s what that could look like:

    • Wellbeing as a KPI – Track manager wellbeing alongside business outcomes. Make it a metric that matters, not a poster on the wall.
    • Confidential Peer Circles- Create trusted spaces where managers can talk, exhale, and learn from each other without fear of judgment.
    • Genuine Recognition and Real Autonomy – Acknowledge not just results, but emotional labor. Give managers more say in how work gets done.
    • Training That Feels Human – Move beyond compliance. Offer workshops that equip managers with real skills: empathy, boundaries, psychological safety.
    • Reverse Mentoring – Invite two-way conversations between managers and executives. Give middle leaders a voice, and help the C-suite listen.
    • Workload Audits – Regularly review what’s on managers’ plates. Make space by removing the non-essential.
    • Protected Recovery Time – Normalize rest. Not as a perk, but as a performance strategy. Model this from the top.
    • Leadership with Heart – When senior leaders speak openly about their own challenges with burnout, they create permission for others to be honest too.

    Here’s the truth: middle managers are holding up the scaffolding of your culture. If they collapse, everything falls.

    So, here’s my invitation: What’s one bold move your organization can make today to support its “missing middle”?

    Because if we want resilient teams and thriving workplaces, we must start by caring for the people in the middle – thoughtfully, tangibly, and without delay.

  • Free eBook – You Can Recover from Burnout Too!

    Free eBook – You Can Recover from Burnout Too!

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    Christy Suerth, MS, SPHR, CPC, CHC

    I thought burnout was for other people until…

    After nearly 15 years of climbing the corporate ladder, I landed what should have been a dream job – an exciting leadership role with a global manufacturing giant.

    It was fast paced. High stakes. International.

    • On paper? Impressive.
    • In reality? Relentless.

    I was a co-leader on a major technical rollout while helping launch a cost-saving regional operating model. That meant nonstop travel, often overseas for weeks at a time, and no margin for rest. I liked the work. I was good at it. But slowly, it began to cost me everything else.

    • Sleep? Fragmented.
    • Nutrition and exercise? Gone.
    • Happiness? Replaced by the gnawing pressure to keep up.

    My inner dialogue was punishing:

    “Your boss expects perfection. Don’t let anything drop.”

    And the better I performed, the higher the bar was raised. No finish line. Just more. More. More.

    And at home? I was trying to be superhuman there too – wife, mom, daughter to a mother battling Stage 3 cancer, neighbor, volunteer. I wasn’t just showing up – I was striving to excel. But under the surface, I was running on fumes.

    Until my body said: “Enough.”

    Almost overnight, I couldn’t bend my elbow. My feet swelled so badly I couldn’t wear shoes, much less walk.

    After months of testing, I was diagnosed with a “permanent” autoimmune disease. The treatment? Weekly injections – just to reduce the inflammation so I could function… and yes, keep working.

    That was my wake-up call. Burnout wasn’t just a buzzword – it had taken up residence in my body.

    And strangely, I’m now grateful for it. Because the pain forced me to face what I had been too proud (or too scared) to admit: I was breaking. And I had to change.

    That reckoning became the beginning of something better.

    This is the story behind my new eBook: Your Personal Guide to Burnout and Recovery.

    I wrote it for people like me – high-achievers who don’t know how to stop until they’re forced to.

    The guide walks you through what burnout really is and how to recover. It includes reflection activities and a template for your own recovery plan.

    If you would like your own copy, just fill out the Contact Us Form and we’ll send it right over.

  • Which Industries Are Burning Us Out the Fastest?

    Which Industries Are Burning Us Out the Fastest?

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    Christy Suerth, MS, SPHR, CPC, CHC

    Ever wonder if your industry is quietly burning people out?

    Burnout doesn’t always announce itself with a crash. Sometimes it’s a slow leak of motivation, energy, and purpose. Lately, I’ve been asking: Which industries are most at risk?

    The answer surprised me. And it might surprise you too, especially if you’re in a field where long hours or emotional labor are “just part of the job.”

    Industries Facing the Most Burnout

    Healthcare
    Nearly half of healthcare professionals report burnout, especially caregivers. Women in these roles experience even higher stress.

    Education & Social Services
    Teachers, counselors, and social workers often carry deep emotional burdens. Burnout rates hover in the mid-40% range.

    Project Management & Consulting
    One survey showed project managers facing some of the highest burnout rates – around 50%.

    Tech & IT
    Despite flexibility, burnout in tech is rising. Constant upskilling and blurred boundaries contribute to 47% reporting burnout.

    Retail, Hospitality & Manufacturing
    Burnout here is tied to physical exhaustion and emotional strain. Rates climb above 75% in some reports.

    Finance, Insurance & Telecom
    Surprisingly high burnout (up to 80%) in some surveys—driven by relentless expectations and limited recovery time.

    My sources include Deloitte, Quantum Workplace, AMA, and LinkedIn.

    Why It Hits Women Harder

    Women report burnout more often than men – up to 55%. Not because they’re less resilient, but because they carry more unseen labor: caregiving, emotional support, and the pressure to constantly prove themselves.

    What To Do with This Insight

    If your industry is listed (or even if it’s not) pause and check in.

    • Are weekends still restorative?
    • Are you getting things done, but quietly fading inside?

    Burnout isn’t personal failure. It’s often a signal that something systemic needs to change.

    ✨ Call to Action

    If this resonates:

    • Share it with a colleague.
    • Start a conversation about sustainable success.
    • Reflect on what boundaries or recovery might look like for you.
    • Contact me if you want to talk.

    You don’t have to live in burnout.

    Let’s create workplaces that support our energy, not just our output.

    Learn more about the role of middle managers and resolving burnout by reading Middle Managers: The Missing Link in Burnout Recovery

  • The Breath That Brings You Back

    The Breath That Brings You Back

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    Christy Suerth, MS, SPHR, CPC, CHC

    This week, I went to a Vinyasa hot yoga class. It was athletic and excruciatingly hot. The kind of hot where your towel isn’t just damp, it’s heavy.

    At the hour mark, I thought we were finished. We weren’t. I found myself praying for it to end.

    Eventually, the instructor led us into breathwork. First, a round of energizing fire breathing. Then, slower, calming breaths. I imagine she was helping us bring our cortisol levels down after the intense effort. It worked. I walked out feeling grounded, accomplished, and surprisingly happy.

    What’s Happening When We Breathe?

    Breath is powerful. Especially when it’s intentional.

    Deep, calming breaths activate your parasympathetic nervous system, the part of your nervous system responsible for rest, repair, and restoration. With just a few slow inhales and exhales, your heart rate slows. Your muscles release tension. Cortisol, the stress hormone, begins to drop. Your body starts whispering to your brain: You’re safe now.

    This is why breathwork can be so effective – not just in a yoga class, but anytime your nervous system needs to come down from a spike.

    Imagine This Moment Instead

    Let’s say you’re in a meeting, and someone takes credit for your idea. You feel a surge of heat and tension. Your body enters sympathetic mode, commonly known as the fight-or-flight response.

    You might notice:

    • A faster heartbeat
    • Shallow or rapid breathing
    • Sweaty palms
    • Tight shoulders or jaw
    • Dry mouth
    • A pit in your stomach

    These are not flaws. They’re intelligent signals from your body. Your nervous system is doing exactly what it was designed to do: protect you.

    Now your job is to respond with care. To help your body return to a calm, steady place.

    One of My Favorite Tools: Triangle Breathing

    Just like my yoga instructor showed us, breath is the way back.

    One technique I love is called Triangle Breathing. Here’s how it works:

    • Inhale for a count of 3
    • Hold for a count of 3
    • Exhale for a count of 3
    • Hold for a count of 3
    • Repeat for 3 or more rounds

    It’s simple. It’s subtle. And it works.

    I recommend practicing it when you’re alone – on a walk, before bed, or during your morning routine – so that it feels familiar and natural when you need it in the moment, like during a tough meeting or a difficult conversation.

    The Power Is Already Within You

    You don’t need a yoga mat or a retreat or a perfect morning routine to find your center. You just need a few breaths and a little intention.

    The next time your stress spikes, try it. Your breath is a built-in superpower and it’s always available to bring you back to yourself.