How To Detect, Cope, and Tackle Nonprofit Burnout

Nonprofit burnout has become a growing problem within the sector, affecting both employees and volunteers. According to the CEP’s State of Nonprofits 2024, 95% of the 239 nonprofit leaders expressed concern about burnout. Working at a nonprofit organization may be tremendously rewarding, but it can also be emotionally draining. Employees at nonprofits frequently feel an urgent need to improve the community they serve, which can lead to overwork and disregard for their own mental health. 

The most important thing you can do for your nonprofit is to make sure you’re prioritizing yourself and managing stress so that you can keep going with your mission.

Sadly, burnout rates are high in the nonprofit industry. According to a survey conducted by The Chronicle of Philanthropy in 2024:

• More than 50% of nonprofit leaders are struggling to ensure work-life balance.
• Almost 60% of nonprofit leaders who responded were struggling with staff burnout or attrition due to higher-paid offers.
• Close to 50% of nonprofits find it difficult to fill employee vacancies.

These nonprofit burnout statistics alone underscore how widespread and urgent the issue has become

How do we address these concerns?

Nonprofits need to pay more attention to handling stress and burnout across the organization. Let’s see how.

In this blog, we’ll cover:

• What nonprofit burnout looks like and how to spot it early
• Main causes of burnout in nonprofit organizations 
•  How to prevent and manage burnout before it becomes a bigger issue
• The impact of  the Human Giver Syndrome(HGS) on nonprofits
• Real-world examples from orgs making a change

What Is Burnout in Nonprofit Organizations?

Burnout is a state of emotional, mental, and physical exhaustion caused by prolonged stress, overwhelming responsibilities, and a lack of support. In the nonprofit world, this often manifests when passion meets pressure—when individuals are deeply committed to their cause but constantly stretched too thin.

Burnout in nonprofit organizations is especially common due to limited resources, emotionally intense work, and the expectation to “do more with less.” Whether it's responding to crises, managing fundraising, or serving vulnerable communities, the nonstop urgency can take a serious toll on even the most dedicated professionals.

What are the Key Causes of Nonprofit Burnout?

Nonprofit burnout is typically caused by a mix of emotional strain, under-resourcing, and unclear boundaries. It doesn’t happen overnight. The pressure to serve others while working with fewer resources can slowly wear people down. 

Understanding what’s causing the burnout is the first step to fixing it. 

Here are the most common causes of burnout in nonprofit organizations:

1. Work Overload and Unrealistic Expectations

In many nonprofits, employees are expected to juggle multiple roles, planning events, managing volunteers, writing grant proposals, or running programs all at once. This constant push to “do more with less” isn’t just exhausting; it’s unsustainable. When deadlines pile up and resources are scarce, the work starts to feel like an uphill climb with no end in sight. Over time, this relentless pace leads to stress, frustration, and eventually burnout.

‍Example: A program coordinator might find themselves overseeing multiple projects with no extra staffing support, sacrificing weekends or evenings to keep everything running.‍

How to address it:

• Involve employees in realistic goal-setting based on available capacity.
• Conduct regular workload assessments to rebalance tasks when necessary.
• Train managers to recognize workload imbalances early and redistribute tasks fairly.

2. Limited Funding and Staffing

Tight budgets are common in nonprofit work, but when limited funding translates into too few staff doing too much work, the pressure becomes unbearable. Employees often take on additional roles without corresponding increases in support or compensation. This ongoing resource gap fuels overwork, resentment, and eventually burnout. Even passionate employees will burn out if they constantly feel like they’re doing the jobs of two or three people.‍

Example: A nonprofit focused on community development may operate with one communications professional responsible for newsletters, social media, donor communications, and event outreach—all on a shoestring budget.‍

How to address it:

• Advocate for grant funding that supports overhead and staffing, not just programs.
• Explore partnerships or volunteers to help alleviate workload gaps.
• Prioritize tasks that align with core mission goals and let go of lower-priority activities when necessary.

3. Emotional Exhaustion and Compassion Fatigue

Nonprofit professionals often work closely with vulnerable populations or causes that involve suffering, injustice, or crisis. Over time, absorbing the emotional weight of others’ hardships can lead to compassion fatigue—a state where empathy starts to run dry. Even the most passionate changemakers can experience emotional numbness, frustration, or guilt for not feeling “enough.” Without intentional emotional support structures, this emotional depletion becomes a fast track to burnout.‍

Example: A social worker supporting displaced families might feel deep emotional fatigue after months of crisis response without access to counseling or debrief sessions.‍

How to address it:

• Offer access to professional counseling or Employee Assistance Programs (EAPs).
  
• Create spaces for peer debriefing and emotional processing.
  
• Train managers to recognize emotional overload and check in proactively.

4. Lack of Managerial and Peer Support

Burnout thrives in isolation. When employees don’t feel supported by leadership or connected to peers, their sense of belonging and motivation erodes. Poor communication, inconsistent feedback, or a lack of appreciation make daily challenges feel heavier. In mission-driven environments, employees often hesitate to speak up for fear of letting down their coworkers or their cause.‍

Example: A nonprofit employee juggling grant deadlines may feel unseen by leadership while also feeling guilty for asking for help.How to address it:

• Regularly recognize team contributions—small wins matter.
• Conduct routine one-on-one check-ins that go beyond tasks to focus on well-being.
• Build mentorship programs or buddy systems to foster peer support.

5. Poor Work-Life Balance

Many nonprofit workers are personally invested in their organization’s mission, making it difficult to “switch off” at the end of the day. Urgent deadlines, evening events, or weekend fundraisers can lead to blurred boundaries between work and home. Over time, this imbalance chips away at mental and physical health, creating a cycle of chronic overwork.‍

Example: Fundraising professionals may find themselves answering donor emails late into the night, missing personal milestones or social connections in the process.‍

How to address it:

• Normalize and encourage use of PTO and unplugged time.
• Set clear expectations around response times after work hours.
• Model boundary-setting from leadership to create a culture where personal time is protected.

6. Organizational Change and Uncertainty

Shifts in leadership, funding streams, or organizational priorities can create a sense of instability. Employees may feel uncertain about their roles, worried about job security, or unclear about the organization’s direction. This uncertainty breeds anxiety, disengagement, and eventually burnout, especially if communication during these transitions is poor.‍

Example: After a leadership transition, staff may struggle with shifting expectations, unclear priorities, or a loss of trust in organizational stability.‍

How to address it:

• Communicate changes early, clearly, and often.
• Provide forums for employees to voice concerns and ask questions.
• Offer professional development opportunities to help staff navigate change confidently.

When left unaddressed, nonprofit burnout can lead to increased attrition, diminished morale, reduced program impact, and even compassion fatigue. The good news? It’s possible to recognize the signs early and take proactive steps to recover.

How Can Nonprofits Detect Signs of Employee Burnout?

Burnout in nonprofit organizations creeps in quietly until it begins affecting team morale and performance. Leaders need to look beyond just missed deadlines or low output. Emotional and physical warning signs often show up first.

Here are the most common signs of nonprofit burnout to watch for in your team:

• Emotional Exhaustion: Feeling constantly drained, overwhelmed, or emotionally depleted from work, especially when dealing with high-stakes social issues day after day.
  
• Disengagement: A sense of detachment from your work, colleagues, or the mission. Employees might seem disconnected or display a “just going through the motions” attitude.
  
• Reduced Productivity: Declining output, frequent errors, or a lack of motivation to complete tasks. This is one of the earliest indicators of burnout in nonprofit organizations.
  
• Physical Symptoms: Stress-related health issues such as headaches, muscle tension, insomnia, or frequent illness may appear when burnout is left unaddressed.
  
• Negativity or Frustration: Cynicism, irritability, or pessimism toward the job or coworkers. When passion turns to frustration, it's often a red flag for nonprofit burnout.

The earlier you spot these signs, the easier it is to respond with support rather than repair. Regular check-ins, anonymous pulse surveys, and one-on-one conversations can go a long way in catching burnout before it spirals. 

What Are the Best Ways to Prevent Nonprofit Burnout?

Preventing burnout isn’t just about lightening the load—it’s about creating a culture where people feel supported, valued, and energized by their work. When leaders make well-being a priority, teams are more likely to stay motivated, not exhausted.

Here’s a stat that might surprise you: Nearly 60% of nonprofit employees say burnout is a key reason they consider leaving their jobs.

But it doesn’t have to be that way. Let’s walk through some practical strategies and eye-opening nonprofit burnout statistics to help your teams thrive.

1. Build a Supportive Work Culture

Burnout doesn’t start with the work—it starts with how people feel while doing it. A healthy nonprofit culture gives employees the psychological safety to ask for help, speak up about challenges, and know they’re valued beyond their output. When teams feel seen, heard, and supported, they’re far more likely to stay committed, collaborative, and well. A workplace where people feel safe to speak up, are appreciated for their work, and can share openly helps prevent burnout and keeps teams together. According to a 2023 NonprofitHR report, nonprofits with strong internal cultures were 50% more likely to retain staff over three years.

Example: The American Red Cross implemented peer recognition programs where colleagues could publicly appreciate each other’s work. The initiative led to higher employee satisfaction scores and stronger cross-team collaboration.‍

How to implement:

• Celebrate small wins in weekly meetings.
• Encourage feedback without fear of retaliation, making it anonymous if needed.
• Train managers on empathetic leadership by investing in coaching and creating awareness.

2. Set Realistic Expectations

Avoid overloading employees with too many deadlines or responsibilities. Instead, set clear, achievable goals aligned with capacity and available resources.

Unclear or unrealistic workloads are a top contributor to burnout. A 2022 Gallup study found that employees who strongly agree they can meet performance expectations are 70% less likely to report burnout.‍

How to implement:

• Involve staff in goal-setting
• Regularly reassess project scopes
• Use resource-mapping to align capacity with output

3. Offer Flexible Work Options

Give staff autonomy by allowing remote work, flexible hours, or compressed workweeks. A more adaptable schedule supports work-life balance and lowers stress. Remote work and flexible scheduling can significantly improve employee well-being. 

Example: A detailed report by the 4 Day Week Pilot Program revealed that employee satisfaction improved significantly with a 57% reduction in attrition in the pilot program held in UK. This is a direct indicator to how flexible work options can help reduce burnout at work.

How to implement:

• Allow remote work when possible
• Offer staggered hours or compressed weeks
• Trust employees to manage their schedules

4. Provide Mental Health and Well-Being Support

Burnout often stems from unmanaged stress. Offer mental health days, stress management resources, and access to professional help through Employee Assistance Programs (EAPs). Prioritizing mental well-being is key to reducing nonprofit burnout.

Organizations with EAPs and wellness programs report fewer sick days and higher morale, according to the National Council of Nonprofits.

How to implement:

• Partner with mental health providers
• Offer meditation apps or therapy reimbursements
• Include mental health days in your PTO policy

5. Encourage Self-Care

Normalize taking breaks, using PTO, and unplugging after work hours. Leaders can model self-care by doing the same. Too often, nonprofit employees feel guilty stepping away, even briefly. But rest is essential. 

Example: Take inspiration from Nike, which in August 2021 gave its corporate employees a full paid week off to prioritize mental health. The company openly encouraged staff to "unwind, destress, and spend time with loved ones." By publicly normalizing rest and recovery, Nike sent a powerful message: taking care of yourself isn’t selfish — it’s essential. Nonprofits can adopt a similar approach by offering mental health days, extended breaks after intense project cycles, or even periodic "unplugged" weeks to recharge without guilt.

How to implement:

• Lead by example—managers should log off on time
• Reinforce that PTO is meant to be used
• Share stories internally about a healthy work-life balance

6. Invest in Professional Development

Training, mentorship, and growth opportunities show employees they’re valued and help combat disengagement—a significant cause of nonprofit burnout.

How to implement:

• Provide stipends for online courses
• Set individual development goals during reviews
• Host internal skill-shares or lunch-and-learns

7. Prioritize Team-Building

Facilitate regular team-building activities to boost connection and reduce feelings of isolation. A connected team is more resilient to stress.

Goodera can help you organize purposeful team-building outings and activities that strengthen bonds between employees and foster a sense of collective growth and development. Employees consistently rate these retreats as one of the top drivers of morale and team cohesion.

Employee volunteers take to Linkedin to share their fulfilling experiences at Goodera-powered team volunteering activities

How to implement:

• Organize informal meetups, even virtually
• Celebrate birthdays or milestones together
• Use collaborative tools like Slack or Teams to stay connected

8. Proactively Address Signs of Burnout

Don’t wait until burnout becomes a crisis. Encourage regular check-ins, adjust workloads when needed, and provide time off to help employees reset.

How to implement:

• Conduct regular pulse surveys
• Train managers to spot early signs of burnout
• Make it easy for staff to ask for help or reduce workloads

While organizational policies and supportive cultures go a long way in preventing burnout, there’s another layer that’s often harder to spot–the personal mindset many nonprofit professionals carry. Even with the best systems in place, many people in mission-driven roles still struggle with an internal pressure to constantly give more of themselves. This emotional burden is referred to as the Human Giver Syndrome, and understanding it is key to building truly sustainable well-being in nonprofit work.

What Is Human Giver Syndrome, and How Does It Affect Nonprofit Burnout?

Many professionals in the nonprofit sector unknowingly suffer from Human Giver Syndrome (HGS) — the belief that one’s worth is tied to constant self-sacrifice. This mindset contributes significantly to burnout in nonprofit organizations, especially among those who are deeply mission-driven.

If you’ve ever caught yourself thinking:

• “I shouldn’t take a break when there’s so much need in the community.”
  
• “It feels selfish to say no to another fundraising event or volunteer request.”
  
• “Other people have it worse—I should be able to handle this.”

— you may be experiencing Human Giver Syndrome.

‍As described in Burnout: The Secret to Solving the Stress Cycle by Amelia and Emily Nagoski, human givers are expected to be:

“...calm, generous, and attentive to the needs of others at all times, often at the expense of their own basic well-being.”

How Does Human Giver Syndrome Play Out in the Nonprofit World?

1. When Passion Overrides Boundaries

Nonprofit professionals are deeply mission-driven, but that commitment can blur boundaries between work and life. The constant urgency to serve others often pushes personal well-being to the sidelines, which over time becomes a key driver of nonprofit burnout.

How to avoid it:

• Set clear working hours and encourage teams to log off at the end of the day.
  
• Model boundary-setting from the top — leaders who take breaks give permission for others to do the same.
  
• Use tools like shared calendars or team agreements to make time-off and availability visible and respected.

2. Underpaid and Overwhelmed

The nonprofit sector is often under-resourced, and low salaries can add chronic financial stress to already demanding roles. Even the most passionate changemakers are not immune to the mental toll this takes over time.

How to avoid it:

• Offer stipends or wellness benefits where possible (like mental health reimbursements or transportation passes).
  
• Recognize value beyond salary: Celebrate achievements, offer growth opportunities, and make time for gratitude rituals.
  
• Be transparent about compensation structures and advocate for fair funding that includes competitive wages.

3. Why “Saving the World” Can Lead to Collapse

When the mission feels limitless, it’s easy to fall into hustle culture — constantly working without a clear finish line. Without defined goals or structured downtime, staff risk falling into a cycle of chronic overwork.

How to avoid it:

• Break big missions into achievable milestones — and celebrate when they’re met.
  
• Schedule quarterly pauses to reflect, reset goals, and avoid running on autopilot.
  
• Avoid glorifying overwork: Reward impact, not hours logged.

4. The Guilt That Comes With Rest

Serving vulnerable populations often leads nonprofit workers to believe their needs come last. But without rest, compassion fatigue sets in — leading to emotional exhaustion, resentment, and eventually, burnout.

How to avoid it:

• Normalize self-care in team culture: Talk about rest as a strength, not a luxury.
  
• Provide access to mental health days or “unplug hours” where no meetings or tasks are expected.
  
• Train leaders to recognize signs of burnout and proactively encourage time off when it’s needed.

Only by making sure we have as much energy coming in as going out can we stay committed to the people, work, and ideas we love.
- Burnout, Amelia & Emily Nagoski

Addressing Human Giver Syndrome head-on is essential for sustainable impact and long-term staff well-being in the nonprofit sector.

Support Starts With You: Resources to Help You Recharge

Taking care of your mental health isn’t a luxury — it’s a necessity, especially in the nonprofit world. Whether you’re feeling overwhelmed or just want to stay ahead of burnout, these tools can help:

Recommended Resources:

• Read: Burnout: The Secret to Unlocking the Stress Cycle by Emily and Amelia Nagoski
  
• Listen: The Feminist Survival Project podcast
  
• Move: Try the None to Run program by Mark Kennedy to ease into a healthy routine

We want to celebrate all the amazing work nonprofit professionals do. So here are a few free resources to help you with volunteering, networking, and marketing.

• Join Goodera’s nonprofit community and network with 50,000 organizations like yours.
• Get free resources: Read our blogs to get helpful information on nonprofits.

Frequently Asked Questions

1. What Is Nonprofit Burnout?

Nonprofit burnout happens when dedicated employees and volunteers feel emotionally, mentally, and physically drained after giving their all for a cause. It’s common in nonprofit work because people often work with limited resources, heavy workloads, and deep emotional responsibility. When passion meets constant pressure, burnout can quickly follow.

2. What Causes Burnout in Nonprofit Organizations?

Burnout in nonprofit organizations usually builds over time—and it’s rarely caused by just one thing. The biggest contributors include:

• Work overload and unrealistic expectations
• Limited funding and not enough staff
• Emotional exhaustion and compassion fatigue
• Lack of support from managers or peers
• Poor work-life balance

It’s a lot to carry, but understanding these causes is the first step toward building a healthier, more supportive workplace.

3. How Can You Recognize Burnout in a Nonprofit Setting?

Burnout doesn’t always show up the same way for everyone, but here are some common signs to watch for:

• Constant fatigue or low energy
• Feeling detached, irritable, or unmotivated
• Withdrawal from coworkers or responsibilities
• Trouble sleeping or focusing
• A sense of being “stretched too thin”

If you’re seeing these signs in yourself or your team, it’s time to pause and check in on well-being.

4. How Common Is Burnout in Nonprofit Organizations?

Burnout is a major challenge across the nonprofit sector. In fact, a 2024 Chronicle of Philanthropy survey found that:

• More than 50% of nonprofit leaders struggle with work-life balance
  
• Nearly 60% worry about burnout or losing staff to higher-paying jobs
  
• Close to 50% of nonprofits have trouble filling vacant roles
  

These numbers tell us just how urgent it is to take burnout seriously—and to start creating healthier workplace habits.

5. How Can Nonprofits Prevent Burnout?

Burnout doesn’t have to be inevitable. Here’s how nonprofits can build a culture that protects their teams:

• Set realistic goals and workloads—avoid piling on more with fewer people
• Encourage breaks, vacations, and time off—without guilt
• Create a supportive environment where people feel safe speaking up
• Offer mental health resources and wellness programs
• Help employees set clear boundaries between work and personal life

Small, steady changes can make a big difference not just for your team’s health, but for the long-term success of your mission.