I’m Not Coping": What Happens When Burnout Is Finally Spoken Aloud
Why normalising conversations about workload and burnout is a leadership must
In many workplaces, the pressure to "keep it together" can feel overwhelming. Even when someone is barely hanging on, the fear of seeming weak, falling behind, or being judged often keeps them quiet.
Until one day, they say it:
“I’m not coping.”
“I think I’m burning out.”
“It’s too much.”
These are not signs of failure. They’re signs of trust—and a red flag that requires action.
The Silence Before the Storm
Burnout often builds quietly:
Working longer hours “just to keep up”
Dropping the ball on tasks that used to be easy
Constant fatigue, reduced motivation, and emotional flatness
Withdrawing from team chats or meetings
Becoming reactive, snappy, or numb
Many employees will mask these signs until they can’t anymore. And by the time they say something, they’re often already deep in it.
Why People Don’t Speak Up Sooner
Even in people-first workplaces, employees may still hesitate to speak honestly. Why?
Fear of being seen as underperforming
Worry about job security or promotions
A culture of busyness = value
Lack of psychological safety
Leaders modelling burnout as normal
We must change this. Speaking up about mental strain should be seen as mature, responsible, and encouraged.
What HR and Leaders Need to Do When Someone Speaks Up
1. Listen without trying to fix immediately
Don’t jump into solutions. Acknowledge. Thank them for being honest. Create space, not pressure.
2. Take it seriously
It’s not “just a rough week.” If someone says they’re not coping, treat it as a wellbeing risk—not just a workload issue.
3. Adjust expectations temporarily
Reassign projects. Shift deadlines. Offer leave or mental health days. Even small adjustments signal care and help recovery begin.
4. Create a plan for support
This could include MHFA conversations, EAP referrals, regular check-ins, or wellbeing coaching. Co-design it with the person, not for them.
5. Address the root cause—not just the symptoms
Is this an isolated case or a pattern in your team? Too many workloads, poor communication, unclear expectations—these are structural issues, not personal flaws.
A Better Culture Sounds Like This:
“You don’t need to hit breaking point before we listen.”
“Struggling doesn’t make you less valuable here.”
“We care more about you than your to-do list.”
“Asking for help is a strength.”
Prevention Is Better Than Apology
Don’t wait until burnout breaks the surface. Leaders, HR, and culture teams have a role in making it safe to speak up early—and often.
Normalise these conversations. Train managers to spot the signs. Build feedback loops that are human, not just performance-based.
Because when people feel like they can’t say they’re struggling, they often leave—or crash.