Busy or Burned Out?

Know the Difference.

In today’s fast‑moving work environment, experiencing stress or feeling busy is common. Deadlines, meetings follow one another and you may feel you’re simply “keeping up”. This is momentary stress, usually temporary, manageable and a part of adaptive performance.

Burnout, however, is a different phenomenon. Defined by the World Health Organization as an occupational phenomenon (not a medical condition) characterised by:

• feelings of energy depletion or exhaustion,

• increased mental distance from one’s job or feelings of negativism or cynicism about one’s job,

• reduced professional efficacy. Unlike momentary stress, burnout persists, undermines motivation, erodes one’s sense of purpose and can spill over into physical, emotional and relational domains.

Who Is at Risk?

Research indicates that burnout does not strike randomly. Several risk groups emerge consistently:

• High‑achievers and over‑committed professionals who regularly say “yes”, take on high workloads and struggle to set boundaries.

• Individuals juggling multiple roles (e.g., work + network + caregiving + home responsibilities) where the mental load and cumulative demands over‑tax capacity.

• Younger workers and women: For instance, a global survey found that 48 % of employees across eight countries reported burnout; younger workers (18‑29) and women had higher rates (≈ 46 % women vs. 37 % men) of self‑reported burnout. References: CNBC and 2hcamag.com

• Beyond the Workplace: Other People at Risk

  Burnout doesn’t only affect those in full-time employment. Caregivers, stay-at-home parents, or individuals balancing both child and elder care are also highly at risk. Their workload may not always be recognised as “professional,” yet the mental, emotional, and physical demands can be just as intense, often without clear boundaries or time for recovery. When daily responsibilities combine childcare, eldercare and household management, the constant multitasking, lack of sleep and emotional load can quietly deplete energy and lead to burnout.

  
  

• Employees in Singapore:

  • A recent report found that 61 % of Singaporean employees report experiencing burnout. Reference: hcamag.com

  • A survey of 1,000 Singapore workers found 47 % feel mentally or physically exhausted after work, a core indicator of burnout. Reference:The Straits Times

  • Another study found 85 % of Singapore‑based employees felt “at risk” of extreme burnout in 2022. Reference: hcamag.com+1

  • Government data via a self‑assessment tool showed about one in three Singapore workers reported work‐related stress or burnout in 2024. Reference: The Straits Times

These figures highlight that burnout is not marginal, it is widespread, significant, and relevant for professionals and organisations.

Gender Differences in Burnout

Statistics often show higher burnout rates among women, but this can partly reflect that women are more likely to seek help or acknowledge emotional exhaustion, while many men tend to internalise stress or avoid expressing vulnerability. This means that while more women appear in burnout statistics, the real impact on men may be underestimated, and the consequences can be even more severe when support is delayed. Encouraging open dialogue and normalising help-seeking behaviours for everyone is essential in preventing burnout across all genders.

Prevention Is Better Than Recovery

Burnout does not typically emerge overnight. It develops over time, as chronic mismatch between demands and resources, repeated depletion of reserves, or lack of recovery. A helpful metaphor: momentary stress is like a sprint; burnout is like running on a treadmill set to full speed, day after day, without a clear finish line or rest.

Recovery from advanced burnout often involves – or even requires – taking prolonged time off, sometimes medical leave, and can take months or even years to fully recover. For example, when someone reaches a medical burnout state, symptoms may have progressed into health, relational or performance consequences that go beyond the workplace.

Therefore prevention is key. Early intervention means:

• recognising the early signs (persistent fatigue, lowered motivation, cynicism, decreased effectiveness),

• rethinking how you function (how you organise your time, sleep, tasks, communications, priorities),

• building sustainable systems around energy, boundaries and recovery,

• and addressing systemic factors in your work and environment (e.g., clarity of role, recognition, workload, support).

As a coach, you can help clients intervene before the burnout threshold is crossed, thereby preserving wellbeing, performance and long‑term career sustainability.

The Cost for Organisations

Burnout is not just an individual concern, it’s also a risk for organisations. High-achieving employees, those juggling multiple roles, or people who rarely say “no” are particularly vulnerable. At the same time, managers who overload their teams, fail to clarify expectations, or neglect communication and recognition can unintentionally contribute to burnout.

Training managers to develop better leadership and people management skills is crucial. Burnout prevention is a shared responsibility between employees and their leaders, yet the personal and professional costs are often heavier for the employee. When these dynamics persist, the organisation loses not only productivity but also valuable institutional knowledge as burned-out employees disengage, reduce output, or leave, creating both human and financial costs.

How a Coach Can Help

As a certified integrated coach working with professionals, here is how coaching can support you:

• Diagnose hidden stressors & patterns: I help you explore what’s really draining you, not just the visible tasks, but the underlying beliefs, roles, communication habits, and systemic issues.

• Design an integrated personal system: Together, we build a tailored framework for how you work, rest, communicate, prioritise, and align with your values.

• Prevent the slide: Coaching does not wait until the emergency. We intervene early with strategies to protect and renew energy, clarify boundaries, and strengthen resilience.

• Sustain your success: Rather than a quick fix, you establish habits and systems that support your capacity, fulfilment, and clarity over the long term.

  
  

In short, coaching helps you think, act and lead in a way that reduces the risk of burnout, for yourself and for those you work with, rather than reacting to it after the fact.

Choose Prevention Over Exhaustion

Don’t wait until you reach a medical burnout state, where you may be forced into leave and face a long recovery path.

Instead, reach out now. Connect for a complimentary session to assess your current state, reconsider how you are functioning, organise your work and communication and reflect on what truly matters.

Make the proactive choice today, to regain your clarity, energy and a sustainable balance.

Warmest,

Celine Foelmli