Villanova University Graduate Programs in Human Resource Development

On this episode of , Bethany places the onus for preventing burnout on the organization, not the individual:

"I think organizations create situations that we ask our employees to be a part of. So therefore, it's our responsibility to put in place systems and structures that help prevent burnout, because if you put it on the individual, then in every situation we can say, 'Yup, well, they didn't do enough.' Nope. 'We didn't do enough,' as a leadership team, as an organizational structure."

We typically frame burnout as something employees need to manage by setting better boundaries, or taking more time off.

However, organizations create the conditions people work in, and they play a direct role in deciding whether those things can happen. When burnout shows up, don't ask why your employees didn’t handle it better. Ask what you and your team may have built that made this outcome likely.

Asking people to do more for themselves won't prevent burnout; asking organizations to do more for their people will.

Listen on Spotify: https://buff.ly/eN6HdPa

Listen on Apple Podcasts: https://buff.ly/N7ndGPB

On this episode of , Kyle Ali shares a moment most leaders probably regret:

"One of the absolute most frustrating things to watch is someone that is killing it at their role, and ultimately they decide that they're going to leave the company...and then suddenly leadership steps in with all these things that they could do to retain them. Do those things now."

Instead of treating retention as an emergency response, build it into your culture:
- recognize contributions before burnout sets in
- ask high performers what they need to succeed
- create space for growth before your best people look elsewhere

Leaders lose high achievers even when they have solutions because those solutions come too late. What are you willing to offer, and why wait?

Listen on Spotify: https://buff.ly/eN6HdPa

Listen on Apple Podcasts: https://buff.ly/N7ndGPB