Housing professionals are driven by a strong sense of purpose. Every day, they work to support residents, strengthen communities, and preserve affordable housing. Supporting communities starts with supporting the people behind the work.
At the NERC NAHRO 2026 conference, leadership coach Stacie J. Watson of Transformative Leadership Strategies led a session on addressing compassion fatigue and burnout, sharing practical strategies for organizations to help staff stay engaged, resilient, and connected to the mission of serving residents. Understanding these challenges and taking proactive steps to support staff can help housing organizations build stronger teams and healthier workplaces.
Burnout vs. compassion fatigue
Burnout and compassion fatigue are often used interchangeably, but they describe different experiences.
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Burnout is a state of chronic physical, emotional, and mental exhaustion caused by prolonged work-related stress, particularly when demands exceed available resources.
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Compassion fatigue refers to the emotional strain that comes from repeated exposure to the challenges, trauma, or distress experienced by others. It is sometimes described as the "cost of caring" and is common in helping professions.
“Burnout can happen in any profession, while compassion fatigue is more closely tied to the exposure to the challenges that other people are facing," Watson explained.
Both burnout and compassion fatigue can occur simultaneously and may reinforce each other, especially in mission-driven fields where employees regularly support people navigating difficult circumstances.
Signs of burnout
Burnout typically develops gradually as stress builds. Recognizing the signs early can help organizations provide support before the issue escalates.
Common characteristics include:
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Emotional exhaustion and feeling drained
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Cynicism or detachment from work
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A reduced sense of accomplishment or effectiveness
Employees experiencing burnout may begin to feel overwhelmed, lose motivation, or struggle to maintain the same level of engagement with their work. Managers may also notice changes in employees' behavior over time. As Watson noted, this can appear as employees becoming more irritable, less engaged, or “not quite themselves.”
Signs of compassion fatigue
Compassion fatigue can affect people physically, emotionally, and professionally. Warning signs may include physical, emotional, and professional indicators.
Physical signs
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Chronic fatigue or feeling physically unwell
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Difficulty sleeping
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Increased absenteeism
Emotional and psychological signs
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Feeling overwhelmed or hopeless
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Irritability or anger
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Emotional numbness or detachment
Professional signs
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Reduced productivity
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Difficulty concentrating
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Thoughts about leaving the profession
These responses often develop after prolonged exposure to the challenges and hardships others are facing. In housing roles, where staff regularly support residents through a wide range of needs and life circumstances, this emotional demand can build even when workloads feel manageable.
Supporting yourself
Preventing burnout and compassion fatigue begins with self-awareness and intentional habits that support well-being. Watson recommended starting with a simple but often overlooked practice: checking in with yourself.
“We’re always focused on doing,” she said. “But the question is, 'How am I being? What’s going on with me right now?'”
Strategies shared during the burnout session included:
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Regularly checking in with your physical, emotional, and mental needs
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Moving your body through regular activity
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Connecting with your values, meaning, and purpose
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Setting boundaries with coworkers, clients, and family
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Practicing self-compassion rather than self-criticism
Simple techniques, such as breathing exercises, can also help reduce stress and improve focus during demanding moments. She also encourages professionals to intentionally recognize the impact of their work.
“We often focus on what didn’t go the way we hoped, but we overlook all the ways we do make a difference,” Watson said.
Supporting your team
Leaders and organizations play a critical role in creating environments where staff feel supported and valued. One of the most important things leaders can do is normalize the experience.
“It is absolutely normal,” Watson said. “It doesn’t mean someone isn’t equipped to do the work or that they’re not good at their job. Over time, this work can be wearing.”
Building on that, organizations can take small, intentional steps to support their teams in meaningful ways.
Some approaches that can help strengthen teams include:
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Encouraging meaningful conversations rather than only venting frustrations
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Checking in regularly with colleagues about how they are doing
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Starting meetings with success stories or positive updates
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Creating opportunities for team connection, even briefly
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Recognizing and appreciating the efforts of staff
She also emphasized the importance of curiosity over judgment. Rather than assuming what someone is experiencing, managers can open the door to conversation by simply checking in and asking what support might be needed.
Creating healthier housing workplaces
Housing organizations operate at the intersection of community service and public mission. Supporting staff wellbeing helps ensure that employees can continue serving residents effectively while maintaining their own resilience and engagement.
By recognizing the signs of burnout and compassion fatigue and investing in strategies that support staff, housing organizations can create workplaces where both employees and communities thrive.
For those who may be experiencing burnout, Watson offered an important reminder: “That experience is not only normal, it’s actually to be expected in the work that you do.”
She added that while the work is meaningful, there are ways to support yourself and stay connected to it.
“You’re not alone, and it doesn't have to feel this way all the time,” Watson said. “There are steps you can take to support yourself.”
Sometimes the most important step is a simple one: giving ourselves permission to pause, breathe, and reconnect with the purpose that brought us to this work in the first place.
Additional resources and support
Watson and her team at Transformative Leadership Strategies developed a worksheet to help individuals and teams reflect on burnout and compassion fatigue, identify warning signs, and explore strategies to support wellbeing. Click here to download the resource.
If you’re looking for additional guidance or support for your team, you can connect directly with Watson directly or set up an appointment with her virtual calendar.
To learn more about leadership development, coaching, and team-building resources, visit Transformative Leadership Strategies.
