The symptoms of burnout vary from person to person, and not all people with burnout experience all of the possible symptoms. However, they may include:

• compassion fatigue, which may reduce a person’s ability to feel compassion for people who are depending on them for care
• fatigue and exhaustion, which can be physical or mental
• a reduced sense of competence and achievement at work
• increased physical health complaints, such as headaches or joint pain
• sleep problems
• symptoms of depression, sadness, or hopelessness
• use of alcohol or other drugs to cope
• fantasizing about leaving the job or role
• mistreating others, such as when a parent or caregiver treats a child badly or a manager mistreats a subordinate
• a lack of a sense of purpose, joy, or identity from the role

A 2018 reviewTrusted Source looking at burnout among physicians found that emotional exhaustion was the most common symptom, with 72% of participants reporting this symptom.

Burnout symptoms may vary depending on the cause. A 2020 review of two studies suggests that the symptoms of parental burnout may be distinct. In addition to traditional burnout symptoms, parents also report neglecting and being violent toward their children. People with job burnout, in contrast, were likely to report that they intended to leave the job.

Anyone working in a highly demanding situation — including unpaid work as a caregiver or parent — may develop burnout. However, some risk factors includeTrusted Source:

• long working hours
• unsatisfying bureaucratic or administrative work
• work-life balance issues, which can occur due to having a stressful job with little support at home or working long hours and then being up frequently overnight with a baby
• poor flexibility or lack of control over a person’s work or working environment
• lack of support from a manager or leadership team
• doing a job that conflicts with a person’s values
• a toxic or unsupportive working environment

As burnout is more likely to occur in a dysfunctional or abusive working environment, the most effectiveTrusted Source treatments address the underlying cause of burnout by preventing it in the first place.

People experiencing burnout may need to leave their role, take time away from work, or ask for changes to their working environment. Some other interventions may improve their ability to manage stress. These include:

• strategies that boost resilience, such as psychotherapy
• taking time away from work
• measures that improve well-being, such as exercise and meditation
• self-care measures
• finding ways to improve work-life balance
• treatment for any underlying mental or physical health conditions
• mindfulness-based practices, which can improve stress management

The likelihood of recovering from burnout is high when a person seeks treatment and has institutional support at work.

Without treatment, burnout can erode physical and mental health. In extreme cases, it can lead to serious complications, including addiction, and even suicide. Seeking help early can mitigate the negative health effects of burnout.

A person should seek help if they are:

• experiencing stress-related symptoms, such as headaches or chronic pain
• feeling overwhelmed, unhappy, or dissatisfied at work
• developing depression or anxiety related to work
• using drugs or alcohol to cope with the stress of work

Sometimes, it may be necessary to look for a new job or seek more support within another role. For example, a family caregiver may need to bring in a home health aide to help them support a parent needing daily care, or a person may need a relative, friend, or babysitter to help shoulder the burden of child care.

Numerous strategies can prevent burnout. Many of these fall under the responsibilities of employers and managers. They includeTrusted Source:

• constructing collegial, supportive environments
• providing leadership support for workers
• ensuring that workloads are reasonable and manageable
• acknowledging and rewarding hard work
• offering well-being programs
• offering greater flexibility
• supporting a good work-life balance
• giving employees greater control over their work and workload
• developing an organizational culture that reflects workers’ values