In HRchat episode 768, I had the privilege of speaking with Dr. Andy Garrett, Founder and President of AG Thrive. Andy is not only a friend and collaborator but also a world-renowned thought leader on resilience and employee burnout. Our conversation was an eye-opener on the growing challenges employees face today and the strategies both individuals and organizations can use to overcome them. Here are my takeaways from that discussion.
Employee Burnout: A Crisis We Can’t Ignore
Employee burnout is no longer a rare phenomenon—it’s an epidemic in workplaces across the globe. Andy shared some sobering statistics: 50-60% of employees report experiencing or being on the verge of burnout. That’s more than half of our workforce struggling to keep their heads above water.
The causes are both systemic and personal. For some, it’s the grind of work that doesn’t feel meaningful. For others, it’s the relentless buildup of stress—a concept Andy referred to as “allostatic load.” This idea really stuck with me. Stress isn’t just a bad day or week; it accumulates over time. Without intentional recovery, that stress becomes a ticking time bomb, leading to disengagement, health issues, and even depression.
The Organizational Cost of Burnout
The impact of employee burnout doesn’t stop with the individual. When employees are burnt out, the ripple effects hit the entire organization. Andy noted that burnout costs U.S. companies an estimated $200 billion each year in lost productivity, absenteeism, and turnover.
What really resonated with me was Andy’s point about how employee burnout stifles creativity and innovation. Burnt-out employees aren’t just exhausted—they’ve lost the bandwidth to think outside the box, solve problems, or even engage with their teams. As Andy explained, disengagement is often the first visible sign of burnout. If leaders don’t intervene early, it only gets worse from there.
True North Values: A Game Changer for Burnout
One of the most powerful parts of our conversation centered on True North Values. Andy defines these as the core beliefs and principles that guide individuals and organizations. When we’re aligned with our values, work becomes more meaningful, and resilience naturally increases.
Andy shared data from Gallup that blew me away:
- Employees who feel connected to their company’s values are 400% more engaged.
- They’re 70% less likely to experience burnout and 42% less likely to look for another job.
These numbers highlight the importance of aligning personal and organizational values. When employees and leaders know what matters most, they gain clarity and focus, which are essential for navigating today’s challenges.
What True North Looks Like in Action
Andy and I spent some time unpacking how values can look different for each person, even when they sound the same. For example, two people might say they value “family,” but that could mean very different things:
- One person might prioritize attending every soccer game, family dinner, and parent-teacher conference.
- Another might view providing financial security as their way of honoring family, even if that means traveling frequently for work.
Both interpretations are valid, but without clarity and communication, these differences can lead to misalignment—at home or in the workplace. Andy emphasized the importance of defining values specifically and intentionally. It’s not enough to say, “We value integrity.” What does that actually mean to you? How does it connect to the work you do? These are the questions organizations need to help their employees answer.
Resilience: The Skill We All Need
Resilience was another key theme of our conversation. Andy explained that resilience isn’t just about enduring hardship—it’s about bouncing back and thriving in the face of challenges.
We touched on some practical strategies for building resilience, including:
- Active recovery: Taking intentional breaks, whether through exercise, meditation, or even a quick walk, to reset and recharge.
- Reframing stress: Viewing stress as an opportunity for growth instead of a threat.
- Post-traumatic growth: Finding meaning and purpose in challenges or setbacks to fuel personal and professional growth.
One metaphor Andy shared really stuck with me: the difference between how cows and buffaloes respond to storms. When cows sense a storm, they try to outrun it—but they’re not fast enough, so they end up spending more time in the storm. Buffaloes, on the other hand, run straight into the storm, minimizing their exposure. The lesson? Facing challenges head-on can actually help us navigate them more effectively and emerge stronger.
Why Resilience Is a Life Skill
As we talked, it became clear that resilience isn’t just a workplace skill—it’s a life skill. The pace and unpredictability of change aren’t slowing down. Andy reminded me that today is the slowest day of the rest of our lives. That’s a sobering thought, but it’s also empowering.
With the right mindset and strategies, we can face challenges with confidence instead of fear. Whether it’s breaking down problems into bite-sized pieces or retraining our minds to avoid overwhelm, resilience helps us grow stronger with every storm we face.
Bringing It All Together: True North and Resilience
What makes Andy’s approach so powerful is how he integrates True North Values with resilience strategies. Values give us the clarity and purpose we need to stay grounded, while resilience gives us the tools to navigate adversity. Together, they create a framework that’s not just about surviving—it’s about thriving.
Andy shared a story about a long-tenured manager who was ready to quit because of unresolved workplace conflicts. After going through Andy’s True North and resilience training, the manager not only addressed the issues at work but also improved his health and strengthened his relationships at home. It was a reminder that these strategies work in every aspect of life.
Takeaways for HR Leaders
If there’s one thing I hope HR leaders take away from this conversation, it’s that investing in resilience and values alignment isn’t just good for employees—it’s good for business. Here are a few steps to consider:
- Help employees define their values: Create opportunities for individuals to explore their core values and how they align with the organization’s culture.
- Equip leaders with resilience tools: Train managers to recognize early signs of burnout and respond constructively.
- Foster a culture of purpose: Align your organization’s mission and values with the daily work of your teams to enhance engagement and reduce burnout.
- Encourage active recovery: Promote wellness programs that go beyond surface-level solutions and address the whole person.
Final Thoughts
Talking with Andy reminded me why these topics matter so much. Burnout and resilience aren’t just workplace issues—they’re human issues. By understanding our True North Values and building resilience, we can create environments where people don’t just survive—they thrive.
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