From Burnout to Hope: Get out of the Overwhelm and into a Future Better than Today

11
Oct 2023
CPHR Alberta
87
A red door is open to a cloudy sky in a room.

Author:  Lindsay Recknell 

I realized I’d lost my hope the day I recognized I got it back.

Totally innocuous moment – driving along, thinking of nothing important – when I sat up a little taller…and immediately slouched back down. Waves of emotion were rolling over me, from pride and relief, to fear and disappointment. I mean, I’m a reasonably self-aware person…how did I not recognize I’d lost my hope for the future?

To this point, I’d been basically functioning. Going to work, cooking (most!) meals, putting on pants, but it was this moment that I’d recognized that I was just going through the motions – that I’d stopped reaching for my goals, that I’d stopped really caring about my career and went from thriving to merely surviving. I was burnt out and hitting the proverbial bottom was the moment I’d realized it.

Burnout is a hot topic right now with 77% of survey respondents in a recent Deloitte marketplace survey saying they’ve experienced burnout at their current job, with more than half citing more than one occurrence. More than prolonged stress, burnout is characterized by moving from feeling like it’s all too much – too much work to do, too many expectations, too many deadlines – through to feeling like you don’t have enough – time, energy, motivation – to get it all done and by now you don’t even care. 

When you feel like you don’t have any more cares to give, that’s a good sign you’ve crossed from simply stressed out into burnout.

The Stress Cycle 

In a recent episode of her Unlocking Us podcast, Brene Brown interviews Drs. Emily and Amelia Nagoski, authors of a new book called Burnout: The Secret to Unlocking the Stress Cycle. A truly informative, entertaining and fascinating episode, they introduced me to a concept I wasn’t aware of before – the Stress Cycle. You can think about it like this – stressors in life cause you stress and once you’re feeling stressed, you do something to feel less stressed which closes the Stress Cycle. Just removing the stressor isn’t enough – when you finish that big project or pay off that debt or even break out of your bad relationship – unless you complete the Stress Cycle by doing something to actually reduce the feelings of stress in your life, you won’t feel less stressed. Stress is a chemical reaction in your body and you need to actually take action to change the chemical reaction from negative to positive.

Five Most Effective Ways to Stop the Stress Cycle 

A stressful part of feeling stressed is the time it takes to feel less stressed. How’s that for irony? But like the best things in life, when we prioritize completing the Stress Cycle, we can feel immediate positive impacts and the effects of prolonged stress can be reversed before we go into full blown burnout. In my personal experience, here are the five most effective ways to stop the Stress Cycle and come back from the edge of burnout.

Move Your Body 

Seems so cliched and overdone but like the best cliches, this one is also true. Take the stairs instead of the elevator, wash your dishes by hand instead of using the dishwasher, do a few stretches in your office. Honestly, any moment at all, no matter how quick or small, will have a positive impact by bumping up the production of your brain’s feel-good neurotransmitters, called endorphins.

Set Boundaries 

Boundaries are our limits of what we will and will not do. Identify what your personal boundaries are and then communicate them to others. This is probably the hardest part – the people most likely to be upset by any boundaries you communicate are those that are crossing your boundaries. Boundary crossing is a stressor in your life and you know now that stressors are what cause chemical stress so remove the stressor before burnout occurs.

Get Creative 

There’s a reason art therapy works. It’s a physical representation of your internal stressors and a really great way to purge negativity from your body and leave it all on the proverbial dance floor, paint canvas or concert hall. By communicating through creative expression, you foster self-awareness, boost self-esteem, and connect with others, all positive ways to close the Stress Cycle.

Hug - for a long time 

Physical touch has long been used as a method to reduce stress in premature babies so why wouldn’t it also work for us as adults? There is a lot of research out there to support the effectiveness of this kind of positive physical contact and as Drs. Emily and Amelia Nagoski explain on Brown’s podcast, “the research suggests that a 20 second hug can change your hormones, lower your blood pressure and heart rate and improve mood, all of which are reflected in the post hug increase in the social bonding hormone, oxytocin.” 

Laugh your butt off

Have you heard of Laughter Yoga? I thought it was fake until I learned of Dr. Madan Kataria, a family physician from India who modernized the teachings of earlier laughter pioneers from the 1960s. Dr. Kataria suggests that laughter promises to reduce feelings of stress, boost immunity, fight depression and leads to more positive thinking. In Laughter Yoga, you start with fake laughing until you feel so ridiculous that the laughter becomes real and the magic within your body starts to happen. It’s this kind of mouth-hanging-open, uncontrolled, belly-shaking laughter than can take you through the end of the Stress Cycle and change your stress chemicals from negative to positive.

Before my ah-ha moment when I realized I’d gotten my hope back, I didn’t realize how far into burnout I’d fallen due to the prolonged stress I’d been carrying around in my body. Even as the various stressors had been removed from my life, I realize now that I hadn’t really done anything to intentionally complete the Stress Cycle and reverse the negative chemical reaction in my body. Burnout is your body’s physical response to the impact of stressors in your life and it’s empowering to recognize that while the stressors themselves feel uncontrollable, I can take control over completing my Stress Cycle and take action to start to feel better. Takes work, and intention, and a change of priority but you too can implement any of these five ways to complete your own Stress Cycle and come back from the edge of burnout.

As an expert in hope and a Certified Psychological Health and Safety Advisor, Lindsay works with individuals and organizations to increase their levels of psychological health & safety in the workplace using Positive Psychology and the Science of Hope. She empowers individuals, strengthens teams and transforms organizations through her Mental Health Skills Training certificate program , Language of Mental Health digital subscription and wellness webinars. Lindsay lives in Calgary, Canada with her husband and their Golden Retriever, Dennis. 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



The Halo Effect at Work: When First Impressions Cloud Fair Judgment

By Jessica Jaithoo • August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?

Mental Health in the Agriculture Industry

By Jessica Jaithoo • August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.

CPHR Alberta’s Commitment to Supporting Reservists

By Jessica Jaithoo • August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
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