Why 'Resilience' Isn't Enough Against Burnout: New HR Insights for 2025
Burnout: no longer a buzzword, but a harsh reality
Burnout has long ceased to be a buzzword. According to a recent Unmind publication, based on a survey of 3,625 HR leaders, nearly 70% of them have seen an increase in burnout within their organization in the past year. It's no longer about the question or you need to tackle burnout as an organization, but to how you do that effectively.
In this article, we look at what these insights mean for the Dutch work landscape and how HR departments can take practical steps towards a healthier and more engaged work environment.
Awareness is a start, but not enough
Many organizations are committed to raising awareness about mental health by organizing inspiring workshops or internal campaigns. But that is not always enough. This sometimes leads to what is called wellbeing washing—attention to mental health without real support.
Figures from TNO and CBS show that mental absenteeism is responsible for almost 30% of all long-term illnesses in the Netherlands. The average length of absenteeism for mental health problems? No less than 250 days. However, only 41% of employers actually appear to be taking structural measures to address work stress.
What does work?
Go beyond superficial solutions like a mindfulness app. Focus on sustainable changes, such as a better balance in workload and clear division of roles. Provide managers who not only strive for results, but also pay attention to the mental health of their teams.
The disconnect between leadership and employees
One notable problem that Unmind addresses is the gap between leadership and employees. Many managers overestimate the job satisfaction and well-being of their team, while they themselves often show signs of burnout. For example, the National Work Survey shows that only 56% of employees experience their work as meaningful, while managers rate this percentage much higher.
How can HR close this gap?
Start listening. Conduct anonymous surveys and organize open conversations where employees can speak freely about stress and workload. Tools such as the TNO Work Pressure Monitor provide a scientific basis for gaining objective insight into the mental burden of teams. This allows you to develop data-driven welfare policies that meet the needs of employees.
Limits to resilience: resilience is not enough
The idea that employees simply need to become more resilient to cope with workload is outdated. Preventing burnout is not about “making people harder,” but about adapting the system in which they work.
A study by the Trimbos Institute shows that structural work stress increases the risk of burnout by 2.5 times, no matter how resilient someone is. Employers who only focus on increasing personal resilience are missing the crux of the problem.
What does work?
Focus on addressing structural stressors such as:
- Unrealistic deadlines: Give teams attainable goals and plenty of time to complete tasks.
- Poor communication: Clarify expectations and reduce noise in work processes.
- Lack of autonomy: Give employees the space to make their own decisions within their roles.
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Sustainable performance: a long-term vision
Employees who can consistently perform at their best without sacrificing mental health are worth gold to any organization. But this requires more than occasional peak times: it's about sustainable performance.
How do you build a healthy work environment?
- Controllable workload: Ensure balanced planning and realistic work expectations.
- Tailored support: Provide access to coaching, therapy, or counselors.
- Room for growth: Encourage professional development without putting extra pressure.
Dutch research shows that organizations that focus on sustainable employability not only reduce absenteeism by 25%, but also achieve a 20% increase in productivity.
The way forward
Tackling burnout starts with creating a culture where wellbeing is a priority. This means listening to your employees, investing in their mental health and implementing sustainable solutions. It is not a quick fix, but a process that requires a long-term vision and continuous attention.
Do you want to know how your organization can respond to this? Get in touch for tailored advice and find out how small changes can make a big difference. Together, we are building a work environment where employees feel heard, supported and inspired.
