The Leadership Cure for Burnout: How to Reignite Engagement and Retention

February 4, 2025 David Witt

“Have you seen the latest numbers on engagement, trust, and burnout?” asks Randy Conley, a leadership expert at Blanchard.

“Engagement has just tied an all-time low, trust in leadership has dropped seven additional points, and burnout is affecting four out of ten workers—especially middle managers. That’s a lot to deal with. In spite of this, there are pockets of greatness occurring in every organization—places where individual managers are creating what I call environmental excellence.

“In these organizations, leaders are acting as environmental curators, pulling together the resources, rituals, and strategies that allow people to thrive. These are the types of managers you are looking for: those who rise to the challenge of setting a clear direction by listening to their people, finding out what they need, and then providing the resources needed to achieve the goal.

“When I think about burnout and engagement, it all comes back to leaders being environmental curators. A leader’s primary role is fostering a healthy environment where their team can flourish. Burnout and engagement should be two gauges that leaders are constantly monitoring on their dashboard. When those gauges start to redline, something’s off. Leaders are either missing the warning signals or feeling pressure from other quarters to disregard their severity.

“Leadership is about managing the environment for your team—it’s not just about results, but the well-being and balance that enable results.”

Middle Managers Hold the Key

Conley believes that middle managers are the key to an organization’s success—especially when it comes to converting strategic plans into day-to-day actions. But middle managers aren’t getting the respect they deserve, he says.

“Many organizations focus on doing more with less, reducing middle management layers, or leaving teams to self-govern. But this approach often overlooks the critical role managers play in creating balance. Managers coordinate, foster connection, and act as the mediators of healthy workplace environments. Without them, you risk leaving people without a compass.

“It’s actually paradoxical. On one hand, middle managers are seen as expendable. On the other, they’re expected to fix everything—from engagement issues to process inefficiencies. This tug-of-war creates a perfect storm for burnout.

“Middle managers are the unsung heroes who foster environments where people thrive. If they are undervalued and overburdened, you’ll see increased burnout and disengagement across the board.”

Create Your Own Weather

Conley likes to use a weather metaphor to describe the different cultural environments he sees operating in many organizations.

“Organizations need to recognize that middle managers create what I call microclimates. Even in the same company, one department may feel like a sunny paradise while another is plagued by storms. That’s because leadership—at every level—shapes the work culture directly around them.”

Two of the biggest factors Conley looks for when identifying ways to improve workplace climates are trust and psychological safety.

“When trust is high, engagement typically follows. Leaders who express empathy and build trust foster loyalty and commitment, which energizes their teams and reduces burnout. Empathy, compassion, and psychological safety create an environment where people feel seen and supported even when the workload is heavy.

“But in low-trust environments, withdrawal is a natural response. People go into self-protection mode, disengaging from their work and team. That’s more commonly known as burnout. Burnout often starts with workload, but it evolves into something deeper once people begin to withdraw.”

Grow Your People

Good leadership also translates into higher employee retention, says Conley.

“The saying People don’t leave jobs, they leave managers holds some truth. Great leaders create environments where people feel valued and appreciated, which builds loyalty. Great leaders also address other retention factors—like growth opportunities.

“I challenge leaders to embrace being talent exporters, helping someone grow to the point where they’re ready to take on a bigger role, whether inside or outside the organization. Leaders should be proud to cultivate talent and send it out into the world. That’s a hallmark of great leadership.

“If you see a team where many members are promoted or take on bigger roles, it’s usually a sign of a strong leader who encourages growth and opportunity.”

Empathy and Accountability

But Conley is quick to address concerns that he is suggesting leaders should be soft when it comes to accountability and results.

“Empathy doesn’t mean lowering your standards—it means understanding the challenges your team faces while holding them to their potential.

“I like to reframe accountability as helping someone be responsible. Accountability often carries a punitive connotation, but true accountability is about partnership.

“When leaders focus on helping people be responsible—able to respond—they create an environment where accountability happens naturally.

“By setting clear expectations, providing support, and building trust, leaders make it easier for their teams to succeed. It’s about creating conditions where people want to do their best work, not feel forced to.”

Moving from Burnout to Balance

In summing up his thoughts, Conley offers three areas for leaders to focus on.

·       “First is recognize the signs: Use your leadership dashboard to identify redlining indicators like burnout and disengagement.

·       “Second is shape the environment: Be an environmental curator who fosters trust, safety, and empathy.

·       “ Third is invest in growth: Develop your people and create a positive microclimate that enables flourishing.

“Ultimately, leadership is about managing the invisible energy that connects teams. When you curate an environment that balances empathy, trust, and accountability, you set the stage for engagement and success.”

______________________________________________________________________________________

 

Would you like to learn more about what leaders can do to reengage their teams? Join us for a free webinar!

From Burned Out to Fired Up! How Leaders Can Help People Thrive

Wednesday, February 26, 2025 at 7:00 a.m. Pacific Time

In today's fast-paced work environment, burnout and disengagement are becoming alarmingly common. How can leaders foster environments where people feel valued, supported, and engaged? Join Randy Conley, trust expert and leadership advisor, for an insightful webinar on transforming team dynamics and reigniting passion in the workplace.

Conley will explore how leaders can act as "environmental curators" by addressing burnout, building trust, and fostering psychological safety. He’ll also share practical strategies for balancing empathy and accountability, enabling your teams to thrive while staying productive.

This webinar is ideal for L&D leaders, HR professionals, and people managers who are passionate about creating lasting organizational impact by putting people first.

Key Points:

·       Recognize and Address Burnout: Learn to identify the warning signs of burnout and take proactive steps to prevent it.

·       Build Trust and Psychological Safety: Discover how trust and empathy drive engagement and loyalty in teams.

·       Empathy Meets Accountability: Balance compassion with accountability to cultivate high-performing, thriving teams.

Don’t miss this opportunity to gain actionable insights and tools to foster engagement, reduce burnout, and lead with purpose.

Register today!

About the Author

David  Witt

David Witt is a Program Director for Blanchard®. He is an award-winning researcher and host of the companies’ monthly webinar series. David has also authored or coauthored articles in Fast Company, Human Resource Development Review, Chief Learning Officer and US Business Review.

More Content by David Witt
Previous Resource
Is AI Making Me Dumb? Confessions of an Over-Reliant ChatGPT User
Is AI Making Me Dumb? Confessions of an Over-Reliant ChatGPT User

AI might make us feel a little dumber about some things. But it also makes us smarter where it counts.

Next Resource
CEO Is Derailing Your Communication Plan for a Change Initiative? Ask Madeleine
CEO Is Derailing Your Communication Plan for a Change Initiative? Ask Madeleine

Dear Madeleine, I work in communications in a multi-national, publicly owned company. I report to our CHRO ...