Every leader has someone in their team that they rave about. They are the ‘performance dream’ who also happens to be the ‘yes’ person and the one that is relied upon when the chips are down. This worker is super engaged, goes above and beyond and motivates those around them.
On the surface, it may appear like this is the perfect employee as they are high performing, engaged and productive. To a certain extent that is true, however, when an employee is too passionate about their work; some negative consequences can occur. Enter ‘passion fatigue’.
Passion fatigue (also known as compassion fatigue) is a term used in business to describe the negative consequences of being ‘too passionate’ about work. It is considered to be a state of being tired, stressed and even disillusioned about work. It commonly happens when an employee’s passion for work becomes excessive and unhealthy which can lead to negative outcomes for the worker and others around them. Passion fatigue is a term that is also regularly used to describe the stress and exhaustion that affects workers in helping professions such as health care, social work, education or emergency services. Concerningly, passion fatigue can lead to exhaustion, burnout, reduced empathy and even unethical behaviour.
Leaders need to be aware that if not identified, it can impact an employee’s physical, mental and emotional wellbeing. In addition; performance, relationships and decision making can decline. It should be noted that passion fatigue is different from burnout, which is more of a general term for feeling exhausted and overwhelmed by work demands.
Passion fatigue is more specific to the loss of meaning and joy in work. In some ways, it is a realisation that the return is just not worth the investment. It is not specific to one type of industry; however it tends to be more prominent for individuals who have high stakeholder investment, helping and health professions, face tough competition (e.g. sales) or who work for a cause that they believe in (e.g. not for profit).
Like all key issues related to employee wellbeing, it is important that employers are proactive in identifying the signs and symptoms and work in partnership with workers to reduce the risk and provide appropriate support.
Passion fatigue can deeply impact an employee’s overall wellbeing, including their physical, emotional, cognitive, behavioural and spiritual health. Some of the signs for employees to look out for include:
These employee symptoms will be difficult for the leader to pick up on unless the worker chooses to share how they are feeling. Employers need to look deeper for some indicators that a team member may be experiencing passion fatigue. Some of the indicators to look out for include:
Employers can also use some tests, checklists, scales or questionnaires designed by psychologists to assess the potential level of passion fatigue.
Employers play a vital role in implementing strategies to prevent passion fatigue. Creating a supportive and healthy work environment is in the best interests of everyone and it goes a long way to foster long-term wellbeing.
Some of the strategies employers can implement to combat this issue include:
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Ensure role clarity |
Set realistic expectations and goals for employees that are aligned to their position. Role clarity works to prevent role conflict, overload or ambiguity which can lead to unnecessary stress. |
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Create a culture of trust |
When workers trust their employers, they feel more secure and valued in their work. They are also more likely to be open about how they are feeling. |
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Lead by example with breaks |
Strong workers feel like they let the team down when they take annual leave. Lead by example by taking regular breaks and share how this recharged energy and reduced stress. |
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Empower employees with autonomy |
Employees that feel empowered to make decisions tend to be more confident and competent. Autonomy can do wonders to promote innovation and creativity in the workplace which helps keep things in balance. |
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Educate workers and leaders |
It is critical that all employers are aware of this workplace risk and are empowered with some strategies to reduce the chance that they fall victim to passion fatigue. Knowledge is power. |
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Offer an Employee Assistance Program (EAP) |
Part of preventive care is having a culture where employees feel that EAP is a natural and normal part or work life where professional support is accessed early and often. |
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Create a support group |
Generating a safe space where workers can openly discuss passion fatigue can do wonders for employees as it provides the opportunity to share experiences and feelings. When you realise you are not alone, positive steps can be taken. |
Mitigating passion fatigue needs to be part of the organisation’s risk management strategy. Passion fatigue is a psychological hazard and is particularly prevalent for workers in high stress or trauma organisations.
Some resources to help employers prevent or manage passion fatigue include:
Passion fatigue is a common issue that left unchecked can be serious. There is no question that it can have negative impacts, however it can be prevented and addressed with self-care, social support, boundary setting and seeking professional guidance. Employers have an opportunity to educate and engage their workforce to help mitigate the risks and embrace a culture that protects and prioritises employee wellbeing whilst restoring their passion.
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Georgina is the Senior HR Content Editor – Publications at the Ai Group. With over 25 years of experience in human resources and leadership, she has demonstrated her expertise across a diverse range of industries, including financial services, tourism, travel, government, agriculture and HR advisory. She is also an accomplished writer and editor, known for creating high-quality, engaging content that educates and informs. Her writing includes a variety of formats, such as blogs, articles, policies, templates and guides.
