The Type of Burnout We’re Not Talking About Enough
Why I’ve decided to research an overlooked epidemic draining employees’ well-being
Burnout has become a buzzword, a catch-all phrase for feeling overworked and overwhelmed.
It’s a term we hear so often that it’s practically becoming background noise.
It is described as a state of emotional exhaustion, depersonalization (cynicism), and a reduced sense of personal accomplishment.
As a learning and development (L&D) professional, I’ve always been fascinated by the human side of work. I appreciate the wealth of resources available on burnout.
Yet, I feel like something crucial is missing.
What if I told you there’s a type of burnout that’s more insidious than the general burnout we hear about because it often goes unnoticed?
A form of burnout that’s not caused by overwork, but by a misalignment between who you are and what you do.
You see, I’ve experienced this type of burnout firsthand.
What troubled me most was that I couldn’t attribute my burnout to the usual culprits — workload, lack of control, insufficient reward — those didn’t fit my story.
Instead, it was a gnawing feeling of disconnect, a sense that my work didn’t reflect who I am, nor did it align with my values, my strengths, or my passions.
I felt like a square peg being forced into a round hole.
Externally, I was doing “well” in my role, getting positive feedback and even raises, but internally I felt hollow and drained.
Unfortunately, I was unable to label this experience for years because I couldn’t find any resources that spoke specifically to what I was dealing with.
Thanks to my current graduate studies in Industrial-Organizational Psychology, I have discovered that what I experienced is called misalignment burnout.
The danger of misalignment burnout is in its subtleness. It doesn’t always present the classic signs of burnout such as exhaustion, cynicism and a reduced sense of personal accomplishment.
Instead, it’s a slow burn, a gradual erosion of motivation, engagement, and well-being; silently eating away at your passion, leaving you feeling empty and unfulfilled, even if you’re outwardly successful.
Ultimately, it’s the burnout of the soul, not just the body.
This is the crisis we’re not talking about nearly enough.
Countless professionals are quietly suffering, feeling trapped in roles that don’t fulfill them, and struggling with uncertainty of how to even articulate their distress.
This leads to a loss of productivity, creativity, and innovation for organizations, and immense personal suffering for employees.
Why Aren’t We Talking About Misalignment Burnout?
I think misalignment burnout is overlooked for a few reasons:
Lack of awareness: Many people, including managers and HR professionals, are more familiar with general burnout.
Stigma: Burnout is often associated with weakness or an inability to cope. This can make people hesitant to talk about it, especially if it’s not caused by traditional factors.
Difficult to quantify: Misalignment burnout can be more challenging to measure and quantify than traditional burnout, making it harder to track and address within organizations.
Organizational inertia: Companies may be hesitant to address misalignment burnout because it requires deeper, systemic changes to job design, career paths, leadership development and company culture.
Normalization of disengagement: In some work cultures, feeling disconnected from one’s work is considered normal or even expected, making it harder to identify misalignment burnout.
Fear of change: Addressing misalignment burnout might require significant changes in one’s career or life, which can be daunting.
I’m committed to bringing misalignment burnout into the spotlight.
This is why I decided to start my research project to on this topic. I’m also considering writing a book to share my findings and provide practical solutions for individuals and organizations.
My goal with this research is to answer questions like…
What types of misalignment can lead to burnout?
Are there specific populations more vulnerable to misalignment burnout than others? (Generational differences, certain personality types, etc.)
How does misalignment burnout impact career trajectories and job satisfaction?
How can organizations create a culture of alignment, where employees feel valued, engaged, and fulfilled?
What questions would you add?
Final Thoughts
I’m passionate about bringing misalignment burnout to the forefront. I believe that by understanding and addressing this issue, we can create workplaces that are not just productive, but also fulfilling and meaningful for employees.
I’m interested in your thoughts.
Have you experienced misalignment burnout, or seen its impact on others? Share your experiences and insights in the comments — let’s have a conversation!