Key Takeaways From Our SHRM-Certified Webinar
In Nivati’s latest SHRM-certified webinar “Burnout Isn’t the Problem - It’s the Signal” LMFT Haeli Harris and Natasha Siva, HR Director at Indian Health Council, unpacked what burnout really tells an organization, and what HR and leaders can do to respond effectively.
This session blended research-backed insights with deeply practical, real-world examples from a healthcare organization in the middle of confronting burnout head-on. Below is a full recap of the discussion, and you can access the full webinar recording through our on demand experience here.
Burnout Is Rising, And It’s Costing Companies More Than Ever
Right out of the gate, Haeli shared research showing just how pervasive burnout has become:
- 77% of employees report experiencing burnout
- 73% say it directly hurts their performance
- Burned-out employees are 63% more likely to take sick days and 50% less likely to set goals with their manager
- Employees experiencing burnout are 2.6× more likely to leave their job
- Disengagement cuts profitability by 21% and costs U.S. businesses $225 billion annually in lost productivity
Burnout wasn’t just an abstract trend for Indian Health Council. It showed up in workforce data, culture trends, and patient care.
Identifying Burnout Signals in Your Organization
Burnout doesn’t show up all at once, it reveals itself through patterns in data, behavior, and culture. Here are the most common signs to watch for across teams and departments:
1. Staffing Instability & Rising Absences
- More last-minute callouts or unplanned absences
- Difficulty maintaining coverage, especially in critical roles
- Increased reliance on temp staff or overtime
2. Declining Employee Satisfaction & Engagement
- Drops in engagement or satisfaction scores
- Decreases in quality indicators or service ratings
- Signs of disengagement: withdrawal, reduced participation, lower morale
3. Increased Turnover - Especially in High-Demand Roles
- Rising resignation rates in clinical, frontline, or high-pressure positions
- Turnover clusters within certain departments or under specific workload conditions
- Higher churn among behavioral health or support roles
4. More Leave of Absence (LOA) Requests
- Growth in medical, stress-related, or extended leaves
- Patterns of repeated LOA usage within teams
- Leaves that further strain operations or create workload imbalances
5. Workload & Role Design Red Flags
- Chronic overload or ongoing “peak season” conditions
- Unclear responsibilities or shifting job expectations
- Lack of resources, tools, or process support
- “Other duties as assigned” piling on top performers
- Duplicate work or broken processes that increase effort without impact
6. Unhealthy Workplace Culture & Norms
- “Always-on” expectations or pressure to respond outside work hours
- Lack of boundaries or inconsistent communication
- Low psychological safety - employees hesitate to speak up
- A culture where exhaustion is normalized or rewarded
7. Gaps in Leadership & Manager Support
- Managers feeling unprepared to recognize or address burnout
- Vague expectations, inconsistent feedback, or unclear priorities
- Limited coaching or support for overwhelmed teams
- Early warning signs being overlooked or minimized
How Indian Health Council Rebuilt Its Approach to Wellbeing
Indian Health Council’s journey showed what it looks like when an organization commits to addressing burnout at every level. Natasha walked through how her team stepped back to assess their staffing realities, rebalanced roles, and created flexibility where rigid schedules had once caused strain. They redesigned performance management to make expectations clearer and feedback more meaningful, and they opened intentional communication channels so employees could safely surface concerns, ideas, and wins.
A major part of their work also involved acknowledging the emotional and cultural pressures their teams carried—from compassion fatigue to the unique stress experienced by employees who serve their own communities. Instead of treating burnout as an individual issue, they rebuilt systems, processes, and norms to support long-term wellbeing.
To hear the full story, and her detailed breakdown of what worked, what didn’t, and what surprised them be sure to watch the webinar on demand.
Where HR Leaders Go From Here
This webinar made one reality clear: burnout is not a badge of honor it’s a warning sign. And HR can’t afford to ignore it. The most effective path forward starts with three immediate steps:
- Diagnose Before You Fix
Run surveys, analyze LOA patterns, review turnover by department, and understand the true workload reality. - Train Managers as Your Front Line
Equip them to spot burnout early and respond with empathy, clarity, and boundaries. - Shift the Culture, Not Just the Workload
Flexible schedules, realistic expectations, and psychological safety are no longer optional—they’re foundational.
What set this webinar apart was the powerful mix of research and real-world experience. Burnout isn’t about “pushing through” or “doing more self-care.” It’s a structural signal, one that leaders can address through empathy, evidence, and meaningful organizational change.
