AS WE approach the end of 2023, most companies are planning to implement return-to-office policies. While some are celebrating the return to normalcy, many employees are dragging their feet back to the office having enjoyed the taste of greater autonomy and work-life balance.

In response to this resistance, companies are offering an array of enticing benefits, from catered meals to childcare support and salary increments. However, there may be a deeper issue at  play, one that goes beyond piecemeal gestures and perks – employee burnout. To some, “burnout” feels like a dirty word. Leaders would rather opt for a less damning term such as “stressed out” or “tired”. But like any affliction, we must name it in order to treat it. 

Long working hours and high risk of burnout