Burnout, a word once reserved for mid-life crises and high-powered executives, is now hitting South Africans earlier and harder than ever before. But what is burnout exactly? Burnout is a state of emotional, physical, and mental exhaustion resulting from chronic, unmanaged stress and exhaustion. The South African Depression and Anxiety Group (SADAG) reports that one in three employees is affected by burnout, highlighting its widespread impact on the workforce and emphasising the need for effective conflict management and resolution strategies in the workplace.
“Burnout doesn’t happen overnight,” says Nicole Jennings, spokesperson for Pharma Dynamics. “It builds silently—masked as productivity—until your mental and physical health begin to unravel.” This silent progression makes recognising the symptoms of job burnout crucial for early intervention and maintaining employee satisfaction.
Workplace burnout can result from both professional and personal stressors, including illness, family conflict, or even financial instability. The signs of burnout often include emotional exhaustion, reduced focus, and impaired sleep. Left untreated, the burnout can increase the risk of depression and chronic illness, significantly impacting an individual’s overall well-being and job satisfaction.
Burnout and the South African context
In a country already facing high unemployment, unreliable infrastructure, and poor service delivery, South Africans are especially vulnerable to stress tipping into burnout. These structural challenges often create a pressure-cooker work environment for many employees, exacerbating workplace stressors and leading to unreasonable workloads.
Jennings explains, “Many young adults entered adulthood during a time of global and local uncertainty. They’re navigating disrupted education, tough job markets, and social disconnection, all while being constantly online. It adds to an already overwhelming mental load, making skill development and professional development crucial for resilience.”
A 2025 global survey by the McKinsey Health Institute and the World Economic Forum found that younger people, women, LGBTQI+ individuals, and those with financial struggles consistently report worse mental health outcomes at work. In South Africa, these stressors are intensified by daily living conditions and limited access to mental health resources, highlighting the need for comprehensive wellness programmes and leadership training to address employee burnout.
Why younger generations are at higher risk of burnout
Recent findings by the American Psychological Association reveal that younger adults (18–44) are more likely than older generations to feel emotionally overwhelmed, financially stressed, and socially isolated. Nearly 70% report being consumed by money-related concerns, contributing to their risk of becoming burnt out and emphasising the importance of career advancement opportunities and one-on-one meetings with managers for support.
“Burnout used to be something we associated with career veterans,” says Jennings. “Now, it’s showing up in people barely five years into the workforce. The digital world has kept them constantly ‘on’—and that’s taking a toll on employee morale.”
The workplace has evolved, but not always in favour of employee well-being. Technology, while increasing efficiency, has blurred boundaries between work and personal life, making it harder to unplug and recover. The rise of remote work has further complicated the work-life balance, often leading to longer hours and increased stress, underscoring the need for flexible work arrangements and adequate staffing levels.
Strategies for preventing burnout and managing stress
Tackling burnout requires intentional, daily practices from both individuals and employers. Jennings outlines several core strategies that can make a difference:
- Set boundaries: Don’t answer work emails or messages outside of designated work hours to maintain a healthy work-life balance.
- Digital detox: Carve out time to disconnect from screens and reconnect with physical, restorative activities.
- Speak up: Talking to a friend, family member, or therapist can provide perspective and help ease emotional burdens.
- Live well: Balanced meals, exercise, and proper sleep help build resilience against stress and burnout.
- Practice mindfulness: Breathing exercises or meditation can reduce stress levels and improve focus.
On the organisational side, fostering a healthy work environment, encouraging time off, and recognising employees’ efforts through employee recognition programmes can significantly contribute to reducing burnout rates and improving employee engagement. Implementing training programmes focused on stress management and offering manager support are also crucial steps in preventing burnout.
The business case for prioritising employee well-being
McKinsey’s research confirms that organisations which prioritise employee well-being often see stronger engagement, better retention, fewer sick days, and improved output. The financial and cultural returns of healthier teams are well documented, making burnout prevention a crucial aspect of performance management. Regular employee surveys and feedback mechanisms can help organisations monitor and address potential burnout issues proactively.
Jennings adds, “Burnout may not be visible on the surface, but it drains productivity, morale, and innovation. We must start celebrating mental resilience instead of non-stop hustle. It’s time to normalise rest and balance as part of our organisational culture, and this includes ensuring appropriate staffing levels to prevent overwork.”
Burnout is no longer a distant threat—it’s here, affecting millions across all sectors. Addressing burnout requires both personal responsibility and systemic change. For South Africa, where stress levels are uniquely high, the urgency to act has never been greater. By implementing effective stress management programmes, focusing on total wellbeing, and providing opportunities for professional development, both individuals and organisations can work towards creating a more resilient and productive workforce. Ultimately, prioritising mental health and preventing burnout is not just good for employees—it’s essential for the long-term success of any business.
Photo by Nataliya Vaitkevich
