When we ask if burnout is preventable, we need to understand that we live in a time where many of us have been stretched past our limits. We have to begin asking ourselves what’s valuable, what’s sustainable, and how to hold up humanity in the workplace. Let’s explore how leaders can lead with vulnerability, model healthy boundaries, and uplift themselves and their employees to prevent burnout.
What Does Being Vulnerable Mean?
To foster a welcoming space, a company culture that prioritizes rest, joy, and freedom. We have to examine some conditions that make that possible: vulnerability, authenticity, and boundaries.
In a recent podcast with Adam Grant [1], Brené Brown defines vulnerability as, “uncertainty, risk, and emotional exposure.” Without vulnerability, there’s no innovation, there’s no learning, no growth. But, both leaders and employees need to feel safe in order to be vulnerable at work.
Brown goes on to note that there are often barriers to vulnerability in the workplace saying:
“At work, I think we armor up more because there’s less trust, there’s less confidence, and I think we slip into kind of who we think we’re supposed to be at work [...] using things like cynicism, perfectionism, needing to be the knower and be right versus the learner and get it right.”
The key here is the emphasis on positioning oneself as a learner. Remaining curious about the people and world around you while also allowing yourself room to grow and change.
How Does Vulnerability Play a Role in Preventing Burnout in the Workplace?
It may sound odd, but vulnerability can support organizations globally. Let's examine how such a controversial emotion can lead to positive results.
1. Developing a Culture of Vulnerability
One of the most powerful ways we can reframe work culture is through language. Too often, employees and leaders alike are conditioned to believe that voicing emotions (especially difficult ones like grief, shame, or loss) is a sign of weakness.
Yet in reality, vulnerability is essential to creating a supportive environment. Embracing it is also a critical step in how to prevent burnout in the workplace, since it reduces isolation and fosters connection.
2. The Power of Modeling Vulnerability
As Brené Brown explains: “We think that giving language to hard emotions like shame, or grief, or hard experiences, gives those experiences power. But giving language to hard things gives us power.”
Imagine a leader openly sharing a moment of grief, explaining how they plan to navigate it, and identifying the support they need. By doing this, they are modeling not only vulnerability but also healthy boundaries. This shows employees that being human is accepted and even encouraged.
3. Setting Healthy Boundaries
The thing is, vulnerability cannot be forced. If leaders demand it, it becomes inauthentic. Instead, leaders must first practice it themselves and reflect on what is appropriate to share. Before opening up, it helps to ask:
- Am I sharing this to move the discussion forward or provide necessary context?
- Or is this something I need to process outside of work?
This self-reflection ensures authenticity and clarity. It also connects directly to burnout employer responsibility, as leaders are accountable for not only offering resources but also modeling the behaviors and boundaries that protect employees from emotional exhaustion.
4. Creating an Authentic Work Environment
By centering vulnerability and healthy boundaries, organizations create authentic work environments where employees feel safe to show up as themselves. This openness equips teams to better navigate conflicts, engage in difficult conversations with curiosity and compassion, and respect each other’s diverse needs.
Such cultures provide a practical framework for burnout prevention and employee wellbeeing, since employees feel seen, supported, and valued.
5. Leading with Vulnerability
Brown reminds us that: “Care and connection are irreducible needs when we lead. We have to care for and be connected to the people we lead or we can’t do it effectively.” Leadership grounded in vulnerability and connection shifts the workplace from a transactional dynamic to a relational one.
6. The Challenge of Real Leadership
Leading with vulnerability requires ongoing self-exploration and courage. It means showing up even when conversations are uncomfortable and embracing complexity instead of expecting predictable outcomes.
In the end, real leadership is not about “I input this, I always export that.” It’s evolving, human, and deeply relational. And while it’s challenging, it’s also what builds resilient teams capable of growth, trust, and long-term well-being.
What Are the Risks of Not Addressing Vulnerability in the Workplace?
If we don't understand the role of vulnerability as managers and HR Professionals, we could miss an opportunity to help build a stronger and healthier community. Which could also translate into higher absenteeism levels, more stress, and disengagement.
Decline in Employee Well-Being and Morale
When leaders fail to model openness and emotional clarity, employees often feel unsupported and disconnected. This contributes to staff burnout, negatively impacting morale, trust, and engagement. Evidence highlights that employees who are engaged but not thriving are:
- 61% more likely to experience burnout regularly,
- 48% more likely to face daily stress, and
- 66% more likely to suffer daily worry, compared to thriving peers [3]
Moreover, up to 85% of workers report experiencing burnout and exhaustion due to work-related stress, with nearly half taking time off for mental health reasons—yet many feel unable to request it due to stigma or workload concerns [4].
Erosion of Trust and Organizational Culture
When vulnerability is absent, initiatives intended to promote wellness often feel superficial or performative. This phenomenon (sometimes referred to as "carewashing") undermines trust.
For instance, Australian employees described wellness programs that "do nothing" to address toxic culture or unsustainable workloads, leaving them feeling disposible rather than truly supported [5].
Increased Burnout and Its Ripple Effects
Unchecked vulnerability-related gaps accelerate workplace burnout prevention failures. Per WHO and ILO estimates, depression and anxiety cost the global economy approximately $1 trillion annually in lost productivity, underscoring how burnout extrapolates into a broader mental health and economic crisis.
What Role do Managers Play in Preventing Burnout?
Managers play a pivotal role in shaping workplace culture, and their influence is especially critical when it comes to preventing burnout. By fostering openness and modeling vulnerability, managers can normalize conversations about stress and mental health, helping employees feel less isolated when challenges arise.
Specific responsibilities of managers in preventing burnout include:
- Recognizing early warning signs: Managers should be attentive to changes in behavior, motivation, or performance that may signal employee exhaustion.
- Modeling healthy boundaries: By setting limits on work hours, taking breaks, and speaking openly about challenges, managers give employees permission to do the same.
- Creating psychological safety: Vulnerability in leadership makes it easier for employees to speak up about workload issues or personal struggles.
- Encouraging access to resources: Managers should guide employees toward support systems, such as employee assistance programs or wellness tools.
Understanding what is workplace burnout is essential here, so let's bring back the definition: The World Health Organization (WHO) defines it as a syndrome resulting from “chronic workplace stress that has not been successfully managed.” It is characterized by exhaustion, cynicism, and reduced professional efficacy [2].
If we consider that, according to Gallup, 76% of employees sometimes experience burnout on the job, with 28% saying they feel it “very often or always”, we understand then that managers serve as the first line of defense.
A great way to get more in touch with your vulnerability is mindfulness in the workplace. Check our blog on the topic to discover more insights and stats.
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