For employers and HR
Burnout starts with how work is managed. So does the fix.
Coaching for managers and employees that targets the real causes of burnout: workload, unclear priorities, and support.
From the Realign Burnout Report 2026
The manager is the biggest swing factor
Across 6,875 adults, the share blaming lack of management support for their burnout rises steadily as the manager relationship gets worse. Better managers do not eliminate burnout, but they change what causes it and how much of it there is.
See the full findingsWhere to act
Four levers that reduce burnout
Clarify expectations
60% of burned-out workers in our research cite unclear or excessive expectations. Teach managers to agree priorities in writing and revisit them every two weeks.
Coach the managers
People with a very poor manager cite lack of management support 86% of the time, against 34% with an excellent one. Manager capability is the biggest lever you have.
Fix workload, not just wellness
Heavy workload is the top cause (68%). Wellness perks do not help if the week is unworkable. Look at staffing, meeting load and after-hours norms.
Recognize the work
44% cite a lack of recognition or reward. Specific, timely recognition from a manager costs nothing and is one of the most neglected fixes.
How we help
Coaching that changes how work is managed
- 1:1 coaching for managers on priorities, workload conversations and recognition
- Coaching for employees at risk of burning out, matched to their role and level
- Vetted coaches: fewer than 1% of applicants accepted, 4.9 average rating
- Confidential for participants, with program-level reporting for you
In a randomized trial, professional coaching cut burnout among physicians by 17 percentage points while it rose in the control group. Dyrbye et al., JAMA Internal Medicine, 2019
Build a program for your team
Tell us about your people and where burnout is showing up. We will design the program with you.
Talk to usManager and executive coaching →Questions
What causes employee burnout?
The most cited causes in our research were heavy workload (68%), lack of work-life balance (68%), unclear or excessive expectations (60%), lack of management support (50%) and lack of recognition (44%). Gallup's research points to the same drivers, including unfair treatment.
How can managers prevent burnout on their team?
Agree clear priorities and revisit them often, protect people from constant after-hours work, recognize contributions specifically, treat people fairly, and check in regularly about workload rather than waiting for someone to ask for help. Coaching managers on these conversations is one of the highest-return investments an organization can make.
Does coaching reduce burnout?
In a randomized trial of physicians published in JAMA Internal Medicine in 2019, burnout fell in the group that received professional coaching and rose in the group that did not. Coaching works best alongside changes to workload and management practices.
How does Realign work with organizations?
We match managers and employees with vetted coaches for 1:1 coaching, and build programs around your goals, such as manager development, support for at-risk teams, or outplacement. Tell us what your people need and we will design the program with you.