When Work Makes Your Heart Flutter Rethinking Success, Engagement, and Burnout

1. When When Work Engagement, Engagement, and Work Makes Makes Your and Burnout Your Heart Heart Flutter: Burnout Flutter: Rethinking Rethinking Success, Success, Most people think flourishing at work is a luxury. At Happiness Squad, we believe it’s a necessity. Not just for personal wellbeing, but for organizational success. That truth came alive in my conversation with Alison Tetrick—a world-class cyclist, scientist, and storyteller. Yes, we spoke about sport. But what we really spoke about was life. And how, too often, in both work and sport, we lose sight of why we started in the first place. “Sometimes we forget the joy of why we are doing something. I’m not sure a lot of people today say that when they think about work – notably, their heart flutters.” — Ashish For too many employees, work is no longer the place where they come alive. It has become a place of quiet exhaustion. A place where burnout lurks behind every metric and meeting. That’s why employee burnout solutions can’t be reactive Band-Aids. They must be designed into how we work, lead, and live. Humility: Humility: The The Secret Secret Ingredient Ingredient to to Growth Growth Alison didn’t start cycling until she was 22. Inspired by her grandfather—who began racing at 60—she entered the sport with humility and an open heart. Her grandfather wasn’t just a coach. He was her teacher in life. “The best thing about cycling is it teaches you humility. There’s always going to be someone better. You’re not racing to win; you’re racing to become the best version of yourself.” — Alison In a world obsessed with competition, this is radical. Humility is at the core of great employee engagement programs. Because it turns performance reviews from judgment into growth. It turns leadership from control into service. Humility invites employees to be learners, not just achievers. And that’s where true engagement begins. All All We We Control Control Is Is Our Our Effort Effort In our results-driven work culture, we often conflate effort with outcome. But as Alison said:

2. “Are you upset about the result—or the effort? Because you can control your effort. You can’t always control the result.” This truth is liberating. It teaches us that wellbeing and productivity aren’t about guaranteeing success—they’re about showing up fully, regardless of outcome. When organizations integrate this mindset into their employee engagement solutions, employees feel safer to take risks. To innovate. To learn. Because they know their worth isn’t tied only to wins—but to how they work, think, and care. Purpose Purpose That That Inspires Inspires You You (Not (Not Just Just Others) Others) “A lot of times we chase goals that someone else gives us: ‘Close that deal. Hit that metric.’ But I had to ask—what do I want?” — Alison How many of us pause to ask: Does this goal excite me? In workplaces, we design employee engagement programs around company KPIs. But true engagement is born when goals align with personal purpose. When employees see not only what they’re doing, but why it matters to them. Alison’s answer was to race 206 miles on gravel—a challenge that made her heart flutter. It wasn’t logical. It was alive. And it changed her career. As leaders, helping our people find their “flutter” might be the highest impact employee engagement solution we can offer. Work Work Wellbeing Wellbeing Is Is Built Built on on Alignment, Alignment, Not Not Hustle Hustle We’ve been sold the myth that productivity equals hours worked. But Alison reframed peak performance: “It’s not just about numbers and data and medals. It’s about being aligned—mind, body, and spirit. When you’re grounded, your confidence skyrockets. And I swear, your productivity skyrockets too.” This isn’t just inspiring—it’s scientific. Employees with high wellbeing are more engaged, innovative, and resilient. Yet most burnout solutions treat symptoms, not systems. We need employee burnout solutions that build alignment—where what people do, why they do it, and how they do it are in sync. Because when alignment exists, results follow. Grit Grit Needs Needs Grace Grace

3. Alison is known for her grit. She’s raced through crashes, concussions, and setbacks. But she also learned that pushing isn’t always the answer. “People say I’m strong because I crash and get back up. But sometimes, inside, I’m just broken. And what I really need is grace.” – Alison We glorify grit in our workplaces. The long nights. The grind. The silent suffering. But grit without grace breeds burnout. It leads to shame when we can’t keep pushing. To resentment when effort is unnoticed. “Sometimes pushing means pulling back. We’re so focused on busting down a door that we miss the one next to it that’s already open.” – Ashish Grace says: you’re doing your best. Rest is not weakness—it’s wisdom. And it is a crucial part of any employee burnout solution that aims to build sustainable performance. The The New New Definition Definition of of Success Success We need a new definition of success at work. One that asks: Am I aligned? Am I present? Am I joyful? Because in the end, people don’t stay because of salary bands or logos. They stay because their work makes them feel alive. They stay because their leaders care about their hearts, not just their output. Let’s build organizations where wellbeing isn’t a perk—but a way of working. Where employee engagement solutions don’t just drive performance—but deepen purpose. Because flourishing isn’t a luxury. It’s the future of leadership. Q1. What are the most effective employee burnout solutions? The most effective employee burnout solutions address root causes, not just symptoms. They include building psychological safety, creating clear priorities to reduce cognitive overload, embedding micro-recovery practices into daily work, and training leaders to model wellbeing through their behavior—not just their words.

4. Q2. How is an employee engagement program different from general HR initiatives? An employee engagement program goes beyond perks or policies. It focuses on creating emotional ownership by aligning work with purpose, fostering belonging, and building systems of recognition and growth. Engagement isn’t about participation rates alone—it’s about how people feel and perform. Q3. What are examples of employee engagement solutions that actually work? Effective solutions include peer-based recognition rituals, consistent team check-ins focused on energy and wellbeing, manager coaching for emotional intelligence, and designing roles to align with individual strengths and purpose. Solutions succeed when they are embedded into culture rather than rolled out as one-off initiatives. Q4. Can wellbeing programs really impact productivity? Yes. Research consistently shows that high wellbeing improves focus, innovation, and resilience. Teams that integrate wellbeing practices have lower absenteeism, higher retention, and better problem-solving capacity—proving that caring for people is a performance strategy, not just an HR function. Q5. How do I start implementing an employee engagement program in my organization? Start by listening. Conduct qualitative and quantitative assessments to understand current engagement levels and unmet needs. Co-create solutions with employees, prioritize psychological safety, and equip managers with the skills to lead with care, clarity, and consistency. Small, repeatable practices build trust and momentum over time.