Detecting and Addressing Burnout

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When working with team leaders - agile or not - burnout is a topic that comes up every now and then. Both team members and leaders themselves may face conditions that are conducive to burnout: pressure to deliver, constantly changing requirements, or “just one last thing” that needs to be finished on Friday afternoon.

It is extremely important to notice warning signs early and to address them appropriately. The symptoms, thoughts and feelings coming along with increased stress vary widely between personalities and are often ignored. The goal of this article is to create awareness and help people detect warning signs early. It provides you with some easy-to-use tools for detection and prevention.

That said, I am not a physician or a qualified medical expert—just a practitioner who encounters this topic from time to time in leadership contexts. Please keep this disclaimer in mind:

The burnout tools shared in this article are intended to raise awareness - not to provide a self-diagnosis. For an accurate assessment or diagnosis, please consult a qualified professional.

What is burnout?

The World Health Organization defines burnout in the International Classification of Diseases (ICD-11, code QD85) as follows (see the WHO website for the official definition):

“Burnout is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions: 

1. feelings of energy depletion or exhaustion; 

2. increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and 

3. a sense of ineffectiveness and lack of accomplishment. 

Burnout refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.”

Some research suggests that burnout can resemble a form of depression and may even arise from sources outside of work. Most medical professionals, however, distinguish burnout by pointing out that symptoms often improve with rest or time away from work, something that is less typical for clinical depression. This distinction is one of the reasons why professional assessment is so important.

Detecting burnout

There are many different tools available to help detect burnout. One of the most widely used is the Maslach Burnout Inventory™, developed by Christina Maslach, Susan E. Jackson, Michael P. Leiter, and Wilmar B. Schaufeli. If you search online, you will likely encounter additional questionnaires and self-assessment tools as well.

What such tools illustrate very well is that burnout rarely appears out of nowhere. Instead, it develops gradually over time until it becomes a serious problem and may eventually incapacitate a person. This is precisely why it is worth paying close attention to oneself and to others, recognizing early symptoms while there is still enough energy to address the underlying root causes.

If you are looking for a more detailed reflection tool for leaders, the checklist below may help. It is the result of web research and personal experience and is not scientifically validated. My strong advice: If in doubt, one should see a doctor. It is far better to seek help early than to risk developing more serious or long-lasting health issues. 

Nevertheless, this checklist can provide an indication of whether it might be worthwhile to consult a medical professional for a formal diagnosis and support. Leaders can use it both for themselves and as a lens when observing team members (without diagnosing).

Please answer the following questions with “true” or “false”:

1. I constantly feel frustrated with work.
2. I feel that my contribution to work results doesn’t count.
3. My work results are worse than they used to be.
4. I feel like a failure at what I do.
5. I frequently worry about work after working hours.
6. I feel exhausted all the time.
7. I can’t focus and concentrate on doing my job well.
8. I often feel sad or gloomy.
9. I feel anxious and worry a lot.
10. I feel I have no influence over my work or my life.
11. I have trouble sleeping well.
12. I am irritable, impatient, or easily annoyed.
13. I exhibit sudden emotional outbursts such as shouting, crying or swearing.
14. I just want to be left alone.
15. I frequently sigh or shake my head when other people communicate at work.
16. I react with cynicism to what waits for me at work.
17. My diet has worsened (e.g. loss of appetite or increased alcohol consumption)
18. I exercise far less or far more than I used to.
19. I have physical complaints (e.g. headaches, stomach or bowel problems, muscle ache, diarrhea, etc.) with no known medical cause.
20. I get sick more often than I used to.
21. My family, friends, or colleagues noticed a negative change in my behavior towards them or others.

If someone answers “true” to any of these questions, it is worth taking a moment to reflect. There is no hard threshold that defines burnout. What is “too much” varies from person to person.

However, physical symptoms, such as pain, digestive issues, or recurring illness, are a particularly strong signal to consult a doctor. The cause may be job-related burnout - or something else that could be just as serious, or even more so. Consider speaking with a healthcare or mental health professional, and do not wait it out.

Addressing Burnout Early 

Once again, a reminder: The burnout tools shared in this article are intended to raise awareness - not to provide a self-diagnosis. For an accurate assessment or diagnosis, please consult a qualified professional.

There is a lot that can be done to counteract burnout. Some measures are simple, others require more effort or support, but there is almost always something one can do. What helps and what doesn’t varies between people and situations. You will have to find your personal mix and fit. Below are several ideas that might be helpful:

• Analyze the situation: Develop a clear understanding of what contributes to the current situation. Burnout often has multiple causes, and addressing the wrong one can be frustrating or ineffective.

• Talk to your boss: Creating awareness and jointly exploring solutions can be surprisingly effective. A manager can be an important source of support when the issue is addressed early.

• Talk to friends and family: Sharing concerns with trusted people helps create emotional support and perspective. This “support cushion” often enables other steps to follow.

• Get professional support: Medical professionals can provide diagnosis, guidance, and treatment options that others cannot. Seeking help is a sign of responsibility, not weakness.

• Keeping off-hours off: Ensure that off-hours are truly free of work. Turning off business email and notifications may seem simple, but it can have a powerful impact.

• Actively relaxing: Passive rest alone often isn’t enough. Activities like walking in nature, yoga, or gentle movement can positively affect both body and mind.

• Exercising regularly: Preferably outdoors. Physical activity is a fundamental human need, not an optional luxury.

• Breathing and mindfulness: Conscious breathing and meditation help calm the nervous system. Becoming aware of emotional and physical reactions can be an important step toward identifying root causes.

• Sleeping well: Adequate, high-quality sleep is essential. This may include reducing screen time in the evening, darkening the bedroom, or establishing consistent routines, without relying on alcohol or other substances.

• Taking real breaks: Breaks are not a waste of time; they recharge energy. Avoid filling lunch breaks with meetings or multitasking during meals.

• Me-time: Identify activities that genuinely recharge you. For some, this is solitude; for others, it is time with loved ones. Both are valid.

• Eating healthily: Nutritious food and mindful eating matter. Fast food and alcohol may seem convenient but often make things worse over time.

• Focus on what can be controlled: Accepting what cannot be changed while focusing on what can be influenced often leads to greater calm and effectiveness. Aligning work with core values also helps.

• Saying “no”: Saying “no” to misaligned tasks or responsibilities can be powerful. Many people are surprised by how often a well-reasoned “no” is accepted.

• Considering bigger changes: In some cases, leaving a job, role, or relationship may be the healthiest option. This should be a last resort, but it is sometimes the right one, when everything else failed.

Conclusion

Burnout can affect anyone, regardless of role or seniority. Leaders, in particular, carry responsibility not only for themselves but also for those they lead. Building resilience and developing a personal strategy to stay balanced are therefore essential leadership skills.

Such a strategy should include regular self-reflection on burnout symptoms and a thoughtful combination of tactics - such as those described above - to manage stress effectively. When done well, burnout may never become a serious issue, or it may be detected early enough to address it successfully.

Don’t wait it out!

Take five minutes now to reflect on the checklist - and decide on one small step you can take this week to improve your situation.