Australia’s education system is under immense pressure, and so are the people who keep it running - teachers, learning support officers, school leaders, and admin staff. With increasing workloads, complex student needs, and constant systemic demands, it’s no surprise that burnout is rising sharply in schools.
Australia's workplace landscape is undergoing a profound transformation as organisations increasingly recognise the vital connection between employee well-being and sustainable success. While current statistics reveal that 82% of Australian knowledge workers experience burnout, with 36% identifying as very or extremely burnt out, this growing awareness presents many opportunities for positive change. The expanding conversation around workplace mental health signals a cultural shift toward creating environments where people can thrive.
As Dr. Vyom Sharma emphasises, a well-regarded Australian mental health professional, burnout is more than just a buzzword. It's a complex, systemic issue requiring nuanced solutions. Rather than treating well-being as an afterthought or a perk, organisations must begin to view it as a foundational pillar of sustainable success. And perhaps surprisingly, some of the most powerful strategies for doing so come from blending ancient wisdom with modern science.
Burnout in schools often hides in plain sight. Exhaustion becomes “just part of the job.” But burnout isn’t just feeling tired—it’s emotional depletion, detachment from one's purpose, and a growing sense of ineffectiveness.
Psychology Today notes that burnout is one of the most misunderstood workplace phenomena. It’s not about personal weakness - it’s about broken systems. In schools, this might look like unrealistic expectations, a lack of autonomy, or a mismatch between a teacher's values and how the system operates.
By addressing these misconceptions head-on, drawing from both scientific research and timeless wisdom traditions, we can develop more effective strategies for creating healthier workplaces. Burnout is not a personal weakness. It’s a signal telling us the system isn’t running as it should. That system includes how organisations are structured, how work is distributed, and how people are supported.
Robin Wall Kimmerer wrote, “All flourishing is mutual. As one of us is fed, we all are fed. As one is diminished, we all are diminished.” In a school, this rings especially true. When one teacher burns out, it ripples through the whole staffroom.
Workload matters, but research shows it’s not just the amount of work. It’s also how that work is managed, whether it aligns with your values, and whether you feel in control.
Example: Some school systems offer job-sharing or flexible planning time, allowing teachers to recover and focus. In nature, periods of growth are always followed by rest. The same should apply to educators.
Burnout isn’t officially classified as a mental illness - it’s a workplace phenomenon caused by chronic stress. According to the Areas of Worklife model by Maslach and Leiter, burnout arises from six systemic sources:
You can’t “meditate your way out” of burnout if the system keeps burning you. Ancient teachings - from Buddhism to Stoicism - remind us to “tend the garden within,” not as avoidance, but as clarity to act wisely.
Procrastinating on tasks? Struggling to concentrate? These aren’t signs of laziness, they’re often early signs of burnout. Many Indigenous cultures see distress as a call for reconnection - to land, people, and purpose - not as a personal failure.
Understanding the science of stress helps us respond better. As Dr. Vyom Sharma puts it, stress isn’t always bad. In fact, the Yerkes-Dodson Law shows that a moderate level of stress can enhance performance. But chronic, unmanaged stress? That’s when the hippocampus (your memory hub) starts to shrink.
Stress can boost performance up to a point. But once it tips into chronic overload, productivity drops and creativity crashes. However, being in the sweet spot allows us to perform at our best. This zone is characterised by a moderate level of arousal, which enables us to stay focused, alert, and motivated without being overwhelmed by stress or anxiety.
Source : Pathfinder
Chronic stress also reshapes the brain:
This is why you might find yourself saying:
“Just sleep more, try mindfulness, go for a walk” - sound familiar?
These are helpful, but not when framed as ways to fix yourself in a broken system. Self-care is important, but it must be paired with collective care and systemic change.
When supported properly, these practices work:
One of the most overlooked signs of workplace stress is procrastination. When employees begin delaying tasks they previously completed promptly, it often signals cognitive overload rather than laziness. Stress impairs the prefrontal cortex's ability to prioritise and initiate tasks, making procrastination a symptom rather than a character flaw.
Other behavioural changes to watch for include:
These signs often appear before employees consciously recognise their stress levels.
If you’re feeling overwhelmed, breathwork is a powerful place to start. Try this simple technique backed by neuroscience:
This prolonged exhalation shifts your body into a calmer parasympathetic state. It's a practice used in yoga, meditation, and now backed by neuroscience.
The "R U OK?" initiative provides excellent guidance for these conversations, emphasising the importance of following up and staying connected. Dr. Sharma emphasises that checking in with colleagues, asking them how they're going, and offering support can make a massive difference in preventing burnout.
Long-term change requires action from school leaders, policy makers, and departments to address the six systemic factors:
Moving Forward: A Balanced Approach
Sustainable school cultures require individual tools and collective transformation. Burnout isn’t a sign that people need to "toughen up" -it’s a message that the system must evolve. Workplace well-being requires both individual resilience strategies and organisational changes to work in tandem.
Employees benefit from stress management skills, but these shouldn't excuse toxic workplace conditions. Organisations must address systemic issues whilst supporting individual well-being. By understanding the real causes of workplace stress, debunking harmful myths, and implementing comprehensive solutions, we can create environments that honour human limits and nourish collective well-being.
The Bottom Line
Burnout isn't an individual failing; it's a canary in the coal mine, signalling that workplace systems are broken. As botanist Robin Wall Kimmerer writes, "As one of us is diminished, we are all diminished." We can't meditate our way out of certain workplace situations, but we can create environments where people thrive. It requires courage to challenge existing systems and commitment to evidence-based solutions.
Remember: If you're experiencing significant workplace stress or burnout, consider speaking with a mental health professional, contacting your Employee Assistance Programme, or reaching out to organisations like Lifeline (13 11 14) or Beyond Blue (1300 22 4636) for support.