The Emotional Weight Youth Workers Carry
If you spend any time working in youth programs, you can spot burnout from a mile away. It is the counselor who arrives with a tired smile, the part-time staff member who just pulled an all-nighter studying, the young adult balancing school, family responsibilities, and emotionally intense work with kids who need a lot. These are the people who keep youth spaces running, and yet they are often stretched the thinnest.
What I have noticed, both from research and from real life, is that youth workers are not burning out because they lack motivation or care. In most cases they care so deeply that they pour themselves into each moment. A study in the Journal of Youth Development found high levels of stress among youth workers that were connected to the emotional demands of the role and the climate of the organization (White et al., 2020). Youth workers manage conflict, support big emotions, respond to safety needs, handle parent concerns, and still try to make every child feel seen and supported. Anyone would feel depleted after that level of emotional labor.
What Research Tells Us About Burnout
Research from the early stages of the pandemic shows that even experienced youth workers felt immense pressure during constant change and uncertainty (Traue, 2021). What stood out to me was the way strong relationships and supportive leadership helped staff stay resilient. When people felt connected, supported, and heard, their ability to keep going improved.
Why Supportive Leadership Matters
This is where leadership plays a major role. Leaders cannot eliminate burnout, but they can influence the environment that staff experience. When we intentionally build psychological safety, people feel comfortable asking for help, sharing concerns, and admitting mistakes. Harvard researcher Amy Edmondson explains that psychological safety creates stronger and more resilient teams (Edmondson, 2008). In youth programs this can look like structured check-ins, shared responsibilities, real breaks, consistent supervision, and opportunities to debrief after tough situations.
Small actions often make the biggest difference. A five-minute team huddle, a clear plan for the day, access to training on conflict resolution, or a simple “I see how hard you are working” can shift the tone of an entire shift. Young staff members need mentorship, patience, recognition, and flexibility. When they feel valued, they can give their best to the kids who depend on them.
