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Burnout vs. Rust-Out: Preventing Exhaustion in Hybrid Teams

  • Writer: Canute Fernandes
    Canute Fernandes
  • May 13
  • 2 min read

Updated: Jun 4

# Preventing Burnout and Rust-Out in Hybrid Work Environments


Introduction


In 2025, hybrid work isn’t automatically a wellness win. While it offers flexibility, it also presents new risks. Employees may experience burnout from constant overwork and rust-out from chronic under-stimulation. Both issues affect retention, morale, and health. However, the solutions aren’t one-size-fits-all. Here’s how HR and People teams can identify the signs early and take action.


Preventing Exhaustion in Hybrid Teams
Preventing Exhaustion in Hybrid Teams

Understanding the Difference: Burnout vs. Rust-Out


Burnout

Rust-Out

Emotional exhaustion from overload

Emotional fatigue from a lack of stimulation

Driven by too much work, blurred work/life boundaries

Driven by too little purpose, repetitive or meaningless tasks

Symptoms: anxiety, irritability, insomnia

Symptoms: apathy, disinterest, detachment


📊 McKinsey’s 2024 report found that ~35% of remote and in-office workers report feeling burned out.

Action Tip: Build manager training to spot early signs of both burnout and rust-out.


How Hybrid Work Can Exacerbate Risks


Hybrid work can amplify existing problems. Here are some factors to consider:


  • Always-On Culture: The expectation to be constantly available can hamper disconnection after hours. This disconnection leads to burnout.

  • Isolation and Meaninglessness: Remote employees may feel disconnected from their impact. This disconnection can cause rust-out.


  • Uneven Workloads: High performers may find themselves overwhelmed with tasks, while quieter team members can feel underutilized.


The Hidden Costs of Burnout and Rust-Out


Understanding how burnout and rust-out affect your organization is crucial. The costs can manifest in:


  1. Decreased Productivity: Employees suffering from burnout may struggle to complete tasks.


  2. High Turnover Rates: Companies face costly replacements when employees leave due to burnout or rust-out.


  3. Poor Team Dynamics: Team morale can plummet, leading to further engagement issues.


  4. Diminished Creativity: Stressed employees may not contribute innovative ideas.


Diagnostic Survey: Are Your Teams at Risk?


Implement a quarterly pulse survey to assess the health of your teams. Consider including questions like:


Question Example

Focus

“How often do you feel overwhelmed by your workload?”

Burnout detection

“Do you feel your skills are being fully utilized?”

Rust-out detection

“Do you feel energized by your work activities?”

Engagement check

“Do you feel disconnected from the team's goals?”

Belonging measurement


Action Tip: Use anonymous survey tools, such as CultureAmp or Officevibe, to encourage honest feedback.


Recharge-Day Policy Template


Implement recharge days—paid time off specifically designed for mental health and rejuvenation. Ensure no emails, meetings, or stress accompany these days.


Sample Policy Language:


"Every quarter, employees are entitled to one Recharge Day. These are in addition to annual leave and are designed to support mental wellbeing. Managers must ensure that no business-critical meetings occur on designated recharge days."

Example Impact: In a pilot program, a LifeUno client reported an 8% reduction in voluntary turnover after rolling out quarterly recharge days.


Global Guidelines and Resources


For further learning and assistance, consider exploring these resources:


Conclusion


As we navigate hybrid work environments, understanding and addressing burnout and rust-out is critical. Take proactive steps to identify issues early. Empower your teams with tools and resources that promote their well-being. Ultimately, a healthy workplace leads to happier employees and a more successful organization.

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