Burnout is often associated with working long hours, but in reality, it is shaped by a combination of factors. In Singapore, burnout increasingly affects employees across industries, roles, and seniority levels.
Understanding burnout more accurately helps organisations respond more effectively.
What Burnout Really Is
Burnout is a state of emotional, mental, and physical exhaustion caused by prolonged stress. It is commonly associated with:
- Feeling depleted or detached from work
- Reduced sense of effectiveness or motivation
- Increased irritability or cynicism
Burnout develops gradually, making it easy to miss the early warning signs.
Why Burnout Persists
Many employees continue functioning despite burnout by relying on discipline or obligation. While this may sustain performance temporarily, it often leads to deeper exhaustion over time.
Workplaces that prioritise output without addressing capacity or recovery unintentionally reinforce this pattern.
Early Signals Worth Paying Attention To
Some early indicators of burnout include:
- Ongoing fatigue that rest does not resolve
- Declining engagement with work that once felt manageable
- Increased errors or difficulty making decisions
- Withdrawal from colleagues or teamwork
Recognising these signals allows for earlier, less disruptive support.
Preventing Burnout Through Culture
Burnout prevention is not about removing all stress. It is about balancing demand with recovery. Workplaces can help by:
- Encouraging realistic workload planning
- Supporting time off and genuine rest
- Training leaders to notice and respond early
- Normalising conversations about capacity and limits
Approaches aligned with Psychological First Aid help create environments where employees feel safer raising concerns before burnout escalates.
