What if work stress wasn’t the main cause of Burnout?

If you just had a “what you talkin’ bout, Willis” moment (wow, did I just age myself), you wouldn’t be alone.

After all, the World Health Organization defines burnout as a result of chronic workplace stress… how could it not be caused by workplace stress?!?

The Norwegian University of Science and Technology (NTNU) studied 813 Norwegian employees with burnout, and more than 70% said it wasn’t related to their job. Fortunately (or unfortunately, depending on how you look at it), this wasn’t the first study to suggest this.

A U.S. study found that 64% of participants who experienced burnout didn’t believe their job was the main cause.

It’s time to reevaluate how approach and respond to burnout in the workplace.

Can I Stop Worrying About My Employees Now?

If you’re a business owner or leader and about to jump on your couch like Tom Cruise did on the set of Oprah (look at me with all the extremely dated references today)… don’t.

This research isn’t carte blanche to work employees to the bone. It’s not an invitation to cut your workforce, double existing employees’ workloads, and say, “Oh well, I’m not causing their issues,” while you order donuts and pat yourself on the back.

According to Renzo Bianchi, psychologist and associate professor at NTNU, “for some people, however, their job is actually the cause.” The NTNU study shows that the higher a person scores on burnout, the more likely it is that their work is the cause.

However, this research reinforces the idea that employees bring their personalities, personal lives, and stress with them when they clock in.

How to Protect Your Employees and Your Bottom Line

What’s actually going in?

“People who experience burnout describe stress in their daily lives which leads to a form of depression. You could call it depressive stress in life,” says Bianchi.

Having experienced burnout myself, I can say that while working absurdly long hours for a nonprofit AND running my own business were definitely contributing factors, caring for aging (and sick) parents at the same time certainly didn’t HELP my mental health.

So, as an employer, what can you do to ensure that your employees don’t collapse under their work responsibilities OR their personal responsibilities?

Don’t worry, HR folks. I’m not suggesting anyone gets personally involved in their employees’ lives or tries to dictate anything that happens once they leave the office. What I am suggesting is that your organization can empower its employees with the skills, tools, and mindset they need to protect themselves.

Three Factors That Prevent Burnout

Even if their job isn’t the direct cause of burnout, certain factors shape employees’ overall well-being. Research from NTNU, along with several other studies, indicates that individuals who experience support from their colleagues, job security, and self-determination are less prone to burnout.

“These are three factors that have a preventative effect. My experience is that working life has improved for many people, with greater focus on mental health,” said Bianchi.

Let’s break those down and explore how you can actively support your team with a culture of healthy boundaries.

Support from Colleagues

Your working relationship with coworkers can make or break an experience. When you create a culture of boundaries, it helps clarify expectations, roles, and communication norms between employees. Respecting boundaries creates a psychologically safe environment where people feel comfortable asking for help, voicing concerns, and collaborating without fear.

Without clear boundaries, colleagues tend to over-rely on each other, dodge tough conversations, and let resentment simmer — all of which erode trust and support.

Job Security

It’s difficult to feel “safe” when you think you could be let go at any moment. When employees overextend themselves, take on tasks outside their role without pushback, or fail to advocate for their limits, it can lead to overwhelm and mistakes… both of which jeopardize job security. Setting and maintaining boundaries ensures employees can sustainably perform at their best and remain valuable, consistent contributors.

Self-Determination

Encouraging and embracing healthy boundaries allows individuals to control how they spend their time, energy, and attention. By clearly defining what is acceptable and unacceptable, people can align their choices with their values, priorities, and personal goals… rather than being at the mercy of external demands or people-pleasing habits.

Yup, Your Employees Need to Learn Boundaries

Let’s be honest, not every employee comes with the skills and mindset to set healthy boundaries in the workplace or their personal lives. Fortunately, with a commitment to personal and professional development, you can make a difference.

When your people know how to set healthy boundaries, everything gets better — at work and at home. They show up clearer, calmer, and more in control of their time, energy, and well-being. That means less burnout, better teamwork, and happier humans all around.

If your team’s running on fumes or struggling to say ‘no’ without guilt, it’s time for a boundary workshop. Let’s chat and get something on the calendar — your people (and their families) will thank you for it.