Burnout in the workplace isn’t new. Today’s fast-paced society, financial pressures and the ever-growing UK mental health crisis all contribute to burnout, with data from Deloitte revealing that 63% of people experienced at least one characteristic of burnout in 2024, a 12% increase since 2021.
There’s no denying that demands of the modern workforce have evolved in recent years. Skills gaps, challenges for working parents and the increased cost of living can all cause feelings of burnout in the workplace, but now employers are having to prepare for a new issue set to impact the workforce: enter ‘Misalignment Burnout’.
In this article, we will discuss:
What is Misalignment Burnout, and how can you recognise it in your workplace?
How can you minimise the risk of Misalignment Burnout for your employees?
What is Misalignment Burnout?
Misalignment burnout is when there is a significant disconnect between an employee’s values and goals, and those of their place of work or their role. While traditional burnout typically stems from overwork or stress in the workplace, with external factors heightening symptoms, misalignment burnout can be caused by a lack of purpose or meaning in the job or feeling like you don’t align with organisational culture or career expectations.
What are the signs of Misalignment Burnout in the workplace?
Here are some of the signs that employees could be struggling with misalignment burnout in your workplace:
Employees appear unmotivated or disengaged at work
If you’ve noticed that a team member or colleague seems disengaged or is lacking motivation, this could be a sign of misalignment burnout. They might question the point of their role or their work or might be dismissive of objectives and goals.
Teams raise frustrations with company values or goals
Perhaps they have raised frustrations with company values or the direction the business is heading. These frustrations can cause them to become unmotivated.
You have noticed a high turnover
If you’ve noticed an influx of people handing in their notice and your company struggles to retain staff, this could be a sign that people in your company are experiencing misalignment burnout.
How can employees minimise the risk of Misalignment Burnout in the workplace?
Promote alignment through clear communication
It sounds basic but communication really is key. Clearly communicate your company values and mission to employees on a regular basis and make sure everyone understands how their role contributes to the wider goals of the business. This will ensure everyone feels valued and included.
It is also important to communicate your company values during the recruitment process. Candidates can then decide whether their values align with those of the business, and whether they want to continue with the recruitment process.
Conduct regular check-ins
Line managers should be encouraged to regularly check-in with employees to understand their career aspirations and their values. This will help companies identify early signs of misalignment and support employees who may be feeling burnout.
Create people-focused culture
Without people, there’s no business. Remember this and be sure to foster a people-first culture to ensure your employees are valued and appreciated. Be sure to demonstrate how your team’s work contributes to the bigger picture. Reward their work and celebrate their achievements. If people feel as if their contributions are making a difference, they are more likely to feel appreciated and less likely to suffer from misalignment burnout.
Training is a great way to support your employees, while also contributing to the success of your business. Training will develop their skills and support their confidence, and will have a positive impact on your business, too.
Encourage work-life balance
Work-life balance is important to many people today, with 66% of UK employees stating that work-life balance is a crucial consideration when applying for a job.
Excessive work demands can increase the risk of misalignment burnout, so encouraging employees to take breaks and annual leave is essential. Offering flexibility is also a good way to encourage a healthy work-life balance and ensure employees can balance their personal life with their professional careers.
Recognise and reward contributions
As already mentioned, it is important to recognise and reward colleagues but aim to do this in a way that satisfies your employees where possible – because most of the time, pizza on a Friday just doesn’t cut it.
Some employees may prefer verbal recognition; this could mean praising them in 121s or calling them out in team presentations. Some may prefer monetary incentives or promotions or perhaps training that will support their career development.
Conclusion
We know burnout is common, with feelings of burnout rising by 12% in the last three years. But Misalignment Burnout can be specifically impactful as it is linked to colleagues and their personal values and beliefs.
Many employees believe that their values should align with those of the company they work for. Not only does this enable employees to fully commit to the company, but it also supports good self-esteem and career satisfaction – key for businesses set on increasing their retention and fostering a healthier, more productive work environment.
In need of more employer advice and guidance? Here are 4 ways managers can effectively lead hybrid and remote teams, or if you’re an employer looking to hire new talent, here’s why working with a recruitment agency could be the right approach for you.
