Burnout is a common problem in today’s workplaces, but for neurodivergent employees—those of us with ADHD, autism, or both—it can hit even harder. And while burnout is often seen as a personal issue, the truth is that leadership plays a critical role in preventing or even reversing it.
As an autistic leader with ADHD, I’ve experienced burnout firsthand. It isn’t just about being tired; it’s about hitting a wall where you physically, mentally, and emotionally cannot keep going. For neurodivergent professionals, burnout is often tied to challenges that aren’t always visible, but with the right support, it doesn’t have to be inevitable.
Can Your Boss Actually Save You from Burnout?
Burnout isn’t just an individual issue; it’s an organizational challenge that affects everyone. Recent research from the National Library of Medicine highlights how burnout can ripple through a workplace, starting with one employee and spreading to the entire organization. As burnout grows, it leads to negative attitudes, reduced engagement, and decreased productivity.
For organizations seeking to improve engagement, morale, and productivity, taking burnout seriously isn’t optional—it’s essential.
What Causes Burnout?
The study identifies five key contributors to burnout:
- Unfair treatment at work
- Unmanageable workloads
- Unclear communication from managers
- Lack of managerial support
- Unreasonable time pressure
Interestingly, these issues often depend on the employee’s perception. For instance, if someone feels unsupported by their manager, even if the manager doesn’t intend this, it still contributes to burnout.
What Can Organizations Do?
To address burnout effectively, organizations need proactive strategies:
- Encourage meaningful rest
Employees need long-lasting, restorative breaks that allow them to disconnect from work completely. This includes stepping away from emails, messages, and work concerns during off-hours. - Create a culture that supports breaks
Organizations should normalize and celebrate taking breaks, from daily downtime to extended periods away from work. When employees feel safe taking time off, they return more engaged and productive. - Offer flexible scheduling
Providing employees with the agency to manage their time helps them feel more in control. According to the research, when employees have more time to complete tasks, they are 70% less likely to experience burnout. - Recognize the impact of Zoom fatigue
Endless virtual meetings can leave employees feeling unproductive and disconnected. Balancing meetings with focused work time is crucial.
Leadership Styles and Their Impact
The study outlines three leadership styles and their effects on burnout:
- Transformational Leadership
Transformational leaders inspire their teams and actively support rest and recovery. They notice when employees are overworked and help them prioritize their well-being. - Transactional Leadership
These leaders maintain the status quo and act only when problems arise. While less proactive, they can help when given clear directives. - Passive-Avoidant Leadership
The least effective style, passive-avoidant leaders delay decisions and disengage from their teams. This approach directly increases stress and burnout.
Burnout and Neurodivergent Employees
The research doesn’t specifically address neurodivergent employees, but as an autistic leader with ADHD, I can share some insights:
- Neurodivergent employees may need more support to navigate workplace challenges.
- Burnout can be more intense for us because we’re already managing the stress of working in a neurotypical environment.
- Clear communication, flexibility, and psychological safety are especially critical for neurodivergent employees to thrive.
For instance, ADHD brains often spin endlessly on work-related thoughts, making it harder to take breaks. Finding engaging activities outside of work can help redirect that energy and support recovery.
Final Thoughts
As a manager or leader, your approach to rest and support can significantly impact your team’s well-being. Encouraging breaks, fostering a culture of psychological safety, and addressing the root causes of burnout can help your employees stay engaged and productive.
For employees, prioritizing your mental health and setting boundaries around work is essential. Your well-being is more important than any job, and taking care of yourself helps you show up as your best self in the workplace.
I hope these insights help you reflect on how you can reduce burnout in your organization—or recover from it yourself. If you have topics you’d like me to cover about ADHD, autism, or workplace dynamics, let me know in the comments.
Thanks for reading!
P.S. If you found this helpful, please check out the full research study linked here.
If you’re an employee struggling with burnout, remember: advocating for your needs isn’t a weakness. It’s the first step toward creating a healthier environment where you can thrive.
Want to learn more about creating burnout-proof workplaces for neurodivergent employees? Watch my YouTube video on this topic for even more insights, or explore the resources on my website for practical strategies.