Much has been written about employee burnout in recent years—and for good reason. The World Health Organization now classifies burnout as an occupational phenomenon resulting from chronic workplace stress that has not been successfully managed. But while many conversations focus on workload and culture, there’s an often-overlooked contributor hiding in plain sight: broken, inefficient processes.
When systems and workflows don’t support employees in doing their jobs effectively, frustration and fatigue quickly follow. It’s not always the volume of work that causes burnout—it’s the unnecessary friction in getting the work done.
The Hidden Strain of Dysfunctional Processes
Employees feel the brunt of flawed systems every day. Poorly designed workflows, missing documentation, slow approvals, or outdated tools all contribute to a sense of helplessness and exhaustion. Here’s how it shows up:
Manual Workarounds Become the Norm
When the “official” process doesn’t work, employees patch things together with spreadsheets, email threads, or post-it notes—quick fixes that are time-consuming, repetitive, and rarely sustainable. While these workarounds keep the lights on, they also drain energy and morale. As MIT Sloan research notes, “process debt” builds over time, creating cumulative frustration and hidden operational costs.
Training in Chaos
Trying to onboard someone into a broken system is frustrating for both parties. Trainees struggle to understand the logic behind processes that don’t make sense, while trainers are forced to explain workarounds that often contradict documentation or policy. This leads to poor comprehension, inconsistent practices, and a loss of connection to the why behind the work.
Work Satisfaction Plummets
There’s a direct link between well-functioning systems and job satisfaction. When employees can see their progress, rely on their tools, and trust the process, they feel more confident and in control. Conversely, when their day is consumed by fixing problems the system creates, satisfaction—and mental well-being—declines.
The Real Cost of Burnout
Burnout isn’t just a people issue—it’s a performance issue. Gallup research shows that burned-out employees are 63% more likely to take a sick day and 2.6 times more likely to actively seek a different job. For employers, this leads to high turnover, lost productivity, and the costly cycle of rehiring and retraining.
And the impact ripples outward. Teams operating under stress are more prone to mistakes, less likely to innovate, and often spread disengagement across the organization. Leaders who care about a people-first culture find themselves in conflict, watching their values erode under the weight of inefficient operations.
Designing for Well-Being
Fixing process problems is one of the most overlooked strategies for improving employee engagement and retention. Clear, streamlined workflows allow people to focus on meaningful work, collaborate more effectively, and spend less time in reactive mode.
Organizations that invest in process optimization aren’t just improving performance—they’re protecting their people. And in an era where talent is one of the most critical assets, that’s not just the right thing to do—it’s a strategic imperative.
Does this problem resonate with you? Aligned Outcomes has supported many organizations by uncovering inefficiencies using our Enterprise Digital Twin technology. With guidance from our exceptional team of professionals, those organizations have developed and implemented creative, sustainable solutions to a wide range of business challenges – including employee burnout. For more information about how AO can support you, contact us.
References:
World Health Organization (2019). Burn-out an "occupational phenomenon".
Gallup (2020). Employee Burnout: Causes and Cures.
MIT Sloan Management Review (2022). The Hidden Costs of Process Debt.
Deloitte (2021). Workplace Burnout Survey: Process inefficiencies among top drivers of stress.