The Burnout Crisis: How Nonprofit Boards Can Protect Their Executive Directors

 “There will never be enough money, enough community support, or enough recognition. You’ll always feel like you’re fighting a losing battle.”

That’s how one nonprofit leader described the weight of nonprofit leadership. It’s a pressure that builds quietly from funding gaps and overextended teams, to shifting government priorities and a growing expectation that nonprofits will fix what broken systems no longer can. Add in the isolation, the emotional toll of the work, and the constant urgency to do more with less…and it’s no wonder that we’re seeing a burnout crisis among nonprofit leaders across the country.

That’s the truth for a lot of executive directors and nonprofit CEOs. They love what they do. They believe in it, fiercely. But too often, they feel like they’re paddling upstream alone — straining to keep the organization moving forward while the current works against them, and no one else is reaching for an oar.

We’ve been hearing variations of this in our work for years: in conversations after board retreats, in whispered side comments at events, in that tight-lipped smile a leader gives when someone says, “You’re doing amazing!” and walks away. And lately, we’ve been asking leaders to tell us more. Off the record. No names. Just truth.

Board members, you need to hear what they have to say. Because if we don’t talk about this now, we’re going to keep losing good leaders to silence and stress.

This isn’t a takedown. It’s an invitation to see another side of the story. We know you care. You’re giving your time, your name, your influence and you’re often unpaid, unthanked, and unseen yourselves. But there is an epidemic of burnout among our executive directors and it has to be addressed. Now.

This is about building something better, together. Let’s talk about burnout, gratitude, and what a difference you can make right now.

You Can’t Lead a Mission If You Lose Your Leader

Burnout in nonprofit leadership is nothing new. But the numbers are getting harder to ignore. According to a survey from GiveButter, 30% of nonprofit staff are already experiencing burnout, and another 20% are close behind. Stansbury Consulting reports that 60% of executive directors feel “used up” at the end of every single day. In fact, the Center for Effective Philanthropy reported, “On top of this continued worry about staff burnout, nearly 90 percent of leaders note some level of concern about their own burnout.”

It’s not just mental fatigue. The Mayo Clinic links burnout to physical symptoms like chronic illness, high blood pressure, insomnia, and lowered immunity. The World Health Organization now classifies burnout as an occupational phenomenon. And a significant one.

But here’s the kicker. Burnout doesn’t always look like collapse. Sometimes it looks like your ED spacing out in a meeting. Or not replying to that email. Or canceling their day off again. Or pulling off your annual event with three volunteers, no sponsors, and a smile they had to force.

One leader told us it wasn’t even the hard work that wore them out; it was doing it without backup. They said:

“I feel more defeated than burned out... though they go hand in hand. I asked for help with ticket sales and sponsors for our biggest event of the year. Not a single board member made an effort to support me. Only a few attended the event. So when we didn't raise a high dollar figure, I had to wonder why I bother if no one else in leadership seems to care?”

Another shared their frustration with their board’s single-minded focus on the financials. They said:

“For me, the biggest contributor to feeling burned out is having board leadership focus on nothing more than numbers on a page.  Nonprofit financials will rarely, if ever, look promising.  And when board members overlook effort and dedication in favor of ugly numbers on a spreadsheet, it can make an executive director feel like their work means nothing.”

That’s the moment burnout really sets in. When effort stops being seen. When mission starts to feel like martyrdom. When support is completely absent.

And when it gets to that point, the risks of losing your high-performing leader are elevated. According to Charity Search Group, replacing an executive director can cost 100–150% of their annual salary. And that’s just the financial hit. When a leader leaves, so do key relationships, institutional memory, and momentum. Donors get jumpy. Staff start asking questions. The very community members you are trying to serve may lose trust in the organization, worried they will be abandoned.

But you don’t need data to know this. You’ve probably seen it play out.

So what helps? What actually prevents burnout?

Gratitude, Recognition, and Real Support Are Key

It’s simpler than you think. It starts with gratitude. And not the generic “we’re so lucky to have you” kind. Real, specific, visible appreciation is what matters.

Here’s what the science tells us: Gratitude improves mental health, lowers stress, and increases resilience (Greater Good Science Center). It boosts job satisfaction and emotional recovery. It’s even been shown to buffer against burnout, especially when it comes from leadership.

Robert Emmons, a professor at UC Davis, puts it plainly: “Lack of gratitude is a major factor driving job dissatisfaction, turnover, absenteeism, and often, burnout.”

And it’s not just about saying “thanks.” It’s about what happens when board members see and acknowledge the invisible work, the quiet wins, the crisis managed on a Friday night with nobody watching. One ED shared:

“We don’t get a lot of positive feedback — not from staff, and not from the community. All humans need feedback. Especially the ones doing the heavy lifting.”

Another one stressed that simply noticing all the small details our EDs do can make a difference. Here’s their story:

“As nonprofit leaders, we know that it’s often the smallest details that create the biggest impact for those we serve.... A client once told me that what meant the most to her wasn’t a major program or event, but the fact that I remembered her favorite comfort drink and brought it to an appointment. It was a small gesture that made her feel seen and valued.”

So let’s talk about how boards can support their leaders and prevent executive director burnout through small and big gestures. Right now. No extra budget required.

8 Ways to Support Your Nonprofit Leaders and Prevent Burnout

Say “thank you” or “well done” — and mean it. A short note. A phone call. A moment of acknowledgment at a board meeting. Be specific and name what you saw. Something like: “The way you handled that personnel issue was thoughtful and firm. You navigated it with care. Thank you.”

One of the EDs we spoke with shared this solid recommendation:

“Appreciation really sticks with me when the compliment comes directly within the accomplishment. When you have given an amazing speech and you immediately get a pat on the back from your board and your efforts are noticed. Leave the gifts and baubles at home. Words of affirmation are where it's at.”

Do your annual reviews. Yes, even the hard ones. One ED told us they’d rather get tough feedback than radio silence. “It’s worse to be ignored than criticized,” they said. Annual reviews are about more than compliance. They’re a chance to show the ED that their work is being seen and that their growth matters. One ED shared:

“One board member who is a retired school administrator praised my approach in dealing with challenging personnel matters, and it shows me that he can relate based upon his prior career.”

Show up. At events. In conversations. On time for meetings. One ED had this to say:

“Hell isn't merely paved with good intentions; it's walled and roofed with them. But truly, it leads your mission nowhere. Get out there and say what you can do/accomplish and do what you say. Small attainable goals can help your nonprofit leader tremendously and prevent burnout. Plus, it pushes your mission forward at a steady pace.”

Be a self-regulating board. Hold yourself and your fellow board members accountable. Often times, boards either ignore issues like absenteeism or poor behavior by board members or expect the executive director to deal with them. Because the board votes on the ED's salary and provides oversight, it is a conflict of interest to ask the ED to manage board dynamics and demand accountability. 

Utilize your social capital. You likely have people in your life who will support the cause you care about. Help facilitate the connections that your ED needs. Send an email. Make one introduction. One director put it this way:

“I didn’t need a miracle. I just needed someone to make a connection. Even if it didn’t work out, at least I wouldn’t feel like I was doing it all alone.”

And another added this:

“Have enthusiasm for the mission and the work you are doing. It gets other people excited about your mission and helps build the support your organization deserves.”

Check in. Ask them, quietly and directly: “What’s something that’s been weighing on you lately? Is there anything the board can help shift?” Then try your best to address it. You don’t have to fix everything, but asking the questions and following through will mean more than you can imagine.  

Celebrate something. Anniversaries. Big wins. Survival through hard seasons. Use your platform — the board meeting, the newsletter, the annual report — to recognize the person holding the ship together. Often nonprofit leadership doesn't allow themselves the time to celebrate the success before running to the next project.

And finally, make gratitude part of your board culture. Start one meeting a year by going around the table and asking: “What’s one thing you’ve appreciated about our (executive director/CEO's) leadership this year?” That’s it. That alone can change the tone of the whole room.

They aren't asking to be worshipped. They’re just asking not to do this alone.

The truth is you are on the same side. But oversight isn’t always easy. Budgets, liability, staff issues, and hard decisions can create tension. Not because people don’t care, but because the pressure is real.

That’s exactly why it’s so important to nurture these relationships. Gratitude and support aren’t just gestures; they’re tools for trust. If you want your nonprofit to thrive, start by making sure your leaders feel seen. It’s easier to carry the hard stuff when no one feels like they’re carrying it alone.

When boards choose to show up with recognition, feedback, and real partnership, they don’t just reduce staff burnout; they make it possible for a mission to thrive.

If you recognize these symptoms of burn out within your organization and want to become a more engaged, supportive, and truly effective board, we can help with strategic planning, board trainings, and workshops. Contact us today to find out more.

Let’s protect the mission. Together.