Wylette Tillman Williams, Ph.D.  November 26, 2018


We have all experienced those days when our shoulders ache from being at the computer for hours; our eyes are exhausted; the housework is piling up; and loved ones are beginning to growl whenever we walk into the house. Yet, another day has come and gone, and we keep promising that we will be caught up “soon” and things will be back to normal.


In a study conducted by Gemlik, Sisman and Sigri (2010) of 459 personnel; they determined employee burnout to have a negative impact upon organizational commitment. Did we really need a study? Of course, one the obvious issues with this finding is that it is a social science report (only PhD’s go looking for L) that most business leaders will never read; which means the findings will have a very limited sphere of influence; and the future implications will surely be very limited. While very few business leaders may ever read this particular article; this specific problem is significant and thought to be sabotaging workforce retention at an alarming rate – TODAY….like right now, in a workplace you are likely familiar with.


In a separate national study conducted by Kronos Incorporated and Future Workplace; 614 HR leaders allowed us insight into just why this phenomenon is creating such a challenge and how burnout impacts employee turnover. They provided detailed feedback around three key ideas –


  1. Organizations “burn and churn” talent, making it tough to build an engaged workforce.
  2. Too much work and too little pay are problematic, but many issues fueling burnout are in HR’s control.
  3. There are significant barriers preventing HR from improving retention.


So, allow me to use my advanced degree to paraphrase – employers are treating people like expendable supplies! Use, use and use and whenever the employee is no longer able (willing); find a replacement. The frustrations are endless and create a vicious cycle that can make it virtually impossible to attract and retain top performers for any organization. Of course, HR is frustrated too because their input isn’t valued unless termination is eminent. Nonetheless, the notion of expendable people/talent is a problem because it means the best and brightest minds are also continually moving in and out of a company. Such disruptions, in today’s global economy, which is characterized by volatility, uncertainty, complexity, and ambiguity (VUCA compromises the firms’ creativity, ideas, and opinions which are needed to ensure the organization’s competitive advantage remains intact.  As a business leader, you must do everything you can to ensure employee burnout is not something that your staff has to manage through. Learn to recognize the signs, proactively respond and vigilantly attend to commitment levels. Once the fire goes out, it’s hard to re-ignite the passion necessary to create collaborative, engaged workspaces.


This week, Impact Consulting & Management will use our social media platform to discuss employee burnout – symptoms; ways to recover and an inspirational poem.


Please don’t forget to connect with us at on:

Instagram at Impactcollaborativeinc

Linkedin at linkedin.com/company/impactcollaborativeinc/

Twitter at @drwylette


Until we chat again,

Dr. Wylette