Burnout is an occupational phenomenon and can be caused by factors such as a toxic workplace culture, bullying and an excessive workload.​

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While wellness & burnout interventions continue to receive organisational investment, they often prove ineffectual due to a misunderstanding of the concept of burnout itself. While wellness strategies can be engaged with effectively by an individual, organisations need to also create meaningful wellness & burnout prevention strategies in order to maximise employee wellness, enhance performance and safeguard productivity. 

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Burnout continues to represent one of the most major costs to corporations and the economy so tackling it remains of paramount importance. Approaches can be microtargeted to specific sectors: for example, a private equity buyout of a medical corporation would present middle managers with a trifecta of burnout risks: pressure from the top down to maximise profits quickly, pressure from the bottom up to manage a pressured workforce, and a higher frequency of perfectionism across medical professionals which is itself a risk factor in burnout.

 

By combining organisational approaches, such as the use of the Maslach Burnout Inventory, with physiological observations (e.g., andropause, menopause, diet, exercise, nature exposure, breathing exercises), leadership & organisational theory and wellness strategies, it is possible to greatly improve both organisational and individual approaches to, and improvements in, wellness & burnout.