Burnout isn’t just a personal issue—it’s a culture issue. And in 2025, it’s showing up in more ways than just exhaustion.

Quiet quitting, rising turnover, disengaged teams, and declining innovation—these are all symptoms of a workplace culture that may be overdue for a reset.

If your team seems tired, checked out, or constantly running on fumes, it’s time to ask:
Is the way we work actually working?

Burnout Is Systemic—Not Just Individual

While we often talk about burnout as a personal failure to manage stress, research shows it’s deeply rooted in organizational culture. According to a 2024 Gallup report, the top five causes of burnout were:

• Unfair treatment at work

• Unmanageable workloads

• Lack of role clarity

• Lack of support from managers

• Unreasonable time pressure

When these issues persist, they create a workplace that drains energy rather than fuels growth.

5 Cultural Red Flags That Signal Burnout Is Brewing

1. Always-On Expectations

If your team feels the need to respond to emails at all hours or skip breaks to prove commitment, you may have an urgency culture problem.

What to do: Normalize boundaries by modeling them at the leadership level. Set clear communication windows and respect time off.

2. Celebrating Overwork

If praise only goes to those who stay late, take on “extra” work, or sacrifice personal time, you’re reinforcing burnout behaviors.

What to do: Start celebrating efficiency, collaboration, and setting healthy limits—not just hustle.

3. Lack of Psychological Safety

If employees don’t feel safe speaking up about workload, stress, or mistakes, pressure will quietly build until people snap—or leave.

What to do: Train leaders to lead with empathy and create check-ins that focus on well-being, not just output.

4. No Time to Recover

When everything feels urgent and no downtime is respected, even high performers will burn out.

What to do: Build recovery into your culture. This could be quiet Fridays, mental health days, or flexible work models that actually allow for recharge.

5. Turnover Is High—but Feedback Is Low

If people are leaving but not telling you why, that’s a culture issue, not just a recruiting one.

What to do: Conduct stay interviews, not just exit ones. Ask your team what’s working—and what isn’t—while they’re still with you.

Final Thought

A high-performance culture shouldn’t come at the cost of human sustainability.
The most successful organizations in 2025 are those who understand that protecting people’s energy is a leadership strategy, not a luxury.

Burnout doesn’t happen overnight—but it can be reversed with intentional culture change.

So ask yourself and your team:
Are we building a workplace that fuels success—or just survives it?

A growing number of Gen Z graduates are facing early termination from their first jobs, with employers citing concerns over workplace readiness and professionalism.​

The Disconnect Between Expectations and Reality

Recent surveys indicate that approximately 60% of employers have dismissed Gen Z employees within months of hiring. Common reasons include perceived lack of motivation, inadequate communication skills, and challenges adapting to workplace norms. Some employers express hesitancy in hiring recent graduates, with reports suggesting that one in six managers may avoid hiring them altogether in the coming year.​

Factors Contributing to Early Dismissals

Several elements contribute to this trend:

• Professionalism and Workplace Etiquette: Employers report instances of tardiness, inappropriate workplace attire, and unprofessional language among new hires.​

• Soft Skills Deficit: Many Gen Z employees are perceived to lack essential soft skills, such as effective communication, initiative, and adaptability.​

• Impact of Remote Learning: The shift to remote education during the pandemic may have limited opportunities for students to develop interpersonal skills and gain practical workplace experience.​

Bridging the Gap: Recommendations for Employers and Graduates

To address these challenges, both employers and new graduates can take proactive steps:

• Enhanced Onboarding Programs: Companies can implement comprehensive onboarding processes that emphasize workplace expectations, communication standards, and professional conduct.​

• Mentorship Opportunities: Pairing new hires with experienced mentors can provide guidance, support, and a clearer understanding of organizational culture.​

• Soft Skills Development: Graduates should seek opportunities to improve their soft skills through workshops, training programs, and real-world experiences.​

• Open Communication: Encouraging feedback and fostering an environment where questions are welcomed can help new employees acclimate more effectively.​

Looking Ahead

As the workforce continues to evolve, it’s crucial for organizations to invest in the development of their employees, and for new graduates to actively engage in their professional growth. By fostering mutual understanding and providing the necessary resources, both employers and Gen Z employees can work together to build a more cohesive and productive workplace.​

In an industry often characterized by high turnover and burnout, Kin, a Boise-based restaurant, is turning heads with its revolutionary approach to workplace culture. Co-owned by Kris Komori and Remi McManus, Kin has reimagined the traditional restaurant model by placing employee well-being at the forefront.

A Collaborative Culinary Experience

At Kin, the hierarchy is flattened. Every full-time employee receives a salaried position with benefits, including paid time off and health insurance. The team collaborates on creating tasting menus, allowing staff to contribute creatively and gain valuable skills. This collective approach not only empowers employees but also fosters a sense of ownership and pride in their work.

The Results Speak Volumes

Since implementing this people-first model, Kin has experienced high employee retention, strong customer loyalty, and critical acclaim, including a James Beard Award and national recognition from Food & Wine magazine. By investing in their team’s well-being, Kin has cultivated a sustainable and thriving workplace culture.

A Model for Other Industries

Kin’s success story serves as an inspiration beyond the restaurant industry. It demonstrates that prioritizing employee well-being and fostering a collaborative environment can lead to exceptional outcomes. As workplaces across various sectors seek to improve organizational culture, Kin’s approach offers valuable insights into building a more inclusive and supportive work environment.