领导力之声 • 7 分钟阅读
倦怠危机就是领导力危机
MAY 10, 2026
Burnout is not an employee resilience problem. It is a management failure that HR must address at the organisational level, not the individual level.
倦怠究竟是什么
I have watched organisations respond to rising burnout rates by offering meditation apps, resilience training, and mental health days. I understand the impulse: these interventions are visible, they demonstrate care, and they are easy to implement. But they treat burnout as if it were a deficit in individual resilience rather than a product of organisational conditions. When the research shows that excessive workload, lack of autonomy, insufficient recognition, poor community, unfairness, and values mismatches are the primary causes of burnout, the appropriate response is organisational change, not personal coping strategies.
领导层必须承担什么
倦怠是一个领导责任问题。如果某位领导者团队中相当大比例的人报告有倦怠症状，那就是管理问题。它可能反映出需求相对于可用资源过高、允许没有容错空间的完美主义文化，或者未能保护团队免受不断升级的组织压力。HR 的角色是明确指出这一点，向领导者提供敬业度和幸福感调查数据，并支持他们识别和解决根本原因。在忽视结构性驱动因素的同时提供韧性工作坊，比什么都不做更糟，因为这暗示问题出在员工身上。
