Occupational burnout is caused by a continual demand for energy, stress, or resources at work. The first part of this article: Recognizing Job Burnout will help you familiarize yourself with it and its phases. This second edition will teach you how to prevent burnout from taking over your life by avoiding it altogether.

Following the completion of Elon Musk’s Twitter takeover in October, nearly 5,000 tech-savvy employees were laid off or resigned. The social media giant Meta, which owns and operates Facebook, Instagram, and WhatsApp, laid off approximately 11,000 employees, representing 13% of its total workforce.

The effect of job burnout on individuals, organizations, and workforce development programs can be vexing. Despite this, it is on the rise, especially in the United States, affecting one in four employees across all industries. It is crucial to recognize the signs of job burnout before it is too late, but what exactly is job burnout and how can it have a negative effect on your organization?

Leadership is defined as an involvement of leading a group of people in the position of being a leader. Lateral leadership involves the same idea but incorporates the notion of leading people across organizations. People choose to take on accountability, proprietorship, and self-rule throughout an organization, regardless of their job title, position, or spot in the organizational pyramid of leadership

Quiet quitting refers to employees who opt to put little to no effort into their jobs. Generally speaking, they do not achieve more than the bare bones’ minimum – just enough to get by without being noticed by their superiors. The term was recently coined during the Great Resignation.

Organizational citizenship behaviors (OCBs) are defined as any individual contribution that is positive, constructive, and discretionary and is not outlined in the formal job description. Contributions of this nature are not required. The term refers, in layman’s terms, to anything that the employee accomplishes voluntarily.