LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 80+ Workplace Research Studies
The phrase "crashing out" is rapidly gaining traction, describing a breaking point where employees, overwhelmed and exhausted, impulsively disengage—sometimes even quitting without a backup plan. This trend reflects a deeper crisis of mental fatigue, burnout, and a collective inability to cope with prolonged stress and intense workplace pressures. It’s a symptom that goes beyond simple job dissatisfaction, stemming from a fundamental disconnect between individual needs and organizational support. Research highlights several core reasons behind this phenomenon: employees' quest for progress isn't being met; they feel a loss of control, a misalignment with company values, or simply need to take a critical next step in their lives. Coupled with inadequate communication, poor performance management, and a lack of psychological safety, these factors create environments where stress turns into systemic overload, leading individuals to hit a wall. For HR leaders, this is a critical call to action. To stem the tide of "crashing out" and foster a resilient workforce, consider these essential responses: Prioritize Individual Progress: Understand each employee's unique career quest and provide pathways for skill development, challenge, and advancement. Enhance Communication & Transparency: Establish clear, consistent communication channels, ensuring employees feel informed, heard, and supported. Vague benefit details or unclear performance metrics are no longer acceptable. Revamp Performance Management: Move beyond annual reviews to continuous, supportive feedback that clarifies expectations and helps employees align their work with their goals. Cultivate Psychological Safety: Create an environment where employees feel safe to express vulnerability, set boundaries, and admit when they are not okay, without fear of repercussions. Normalize Rest & Well-being: Actively promote work-life balance and model healthy boundaries. Invest in mental health resources and peer support systems to build a more resilient workforce. Empower Managers: Equip leaders with the tools and training to have ongoing, empathetic conversations about well-being and progress, truly knowing their teams' needs. Addressing "crashing out" isn't just about retention; it's about building a sustainable, human-centric workplace where employees can thrive. https://lnkd.in/eYRGhZ3g #HR #EmployeeWellbeing #Burnout #WorkplaceCulture #HumanResources #FutureOfWork #EmployeeEngagement
TJ Blease
2mo
I feel like there used to be a time when employee and employer goals were aligned: both pursuing long-term growth and reciprocity. Layoffs used to be a last-resort, evidence of serious mismanagement and usually accompanied by outspoken contrition. Now layoffs are just another tool in the toolkit towards the end-all-be-all of maximizing shareholder value.
Dan Schawbel How do you balance pushing for results with creating a culture where employees feel safe to be vulnerable and set boundaries?
Anthony L.
2mo
Newsflash, when the young people say "crashing out" how you explained the term is not what they mean... Great example of context but also how to make terms that explain experiences we all have relatable.
Rehmina Alina
2mo
Thank you for highlighting this critical issue.
Hilary P.
2mo
Crashing out, as been around a long time, nothing new, we were saying the same thing in the 70's. Stop trying to make something out of nothing.Life has been tough for a long time - ask a caveman. 🙄
Prakash Chougule
2mo
Burnout is typically attributed to corporate culture and it's true to a certain extent. But there is another reason: misalignment between work and what works best for us. Accepting a job offer primarily for pay or prestige results in misaligned careers. Changing the prior is not in our control, the later most likely is.
Sarah Farmer
2mo
To prevent crashing out… train your leaders from the top down to lead effectively … everything is downstream from there 🧠💪
“Crashing out” isn’t just burnout, it’s what happens when people feel like there’s no other option. This is what you get when growth, clarity, and real support are missing. If leaders don’t get ahead of this, they’re going to keep losing great people for reasons that could’ve been prevented.
CEO, Chatterworks | Transforming how high volume recruiters source talent with direct, personal connections
2moCompletely agree, and in high-volume recruiting, we have to communicate company values clearly and consistently from the start. The job description and recruiter contact are the first cultural signals a candidate receives.