Chronic work stress transfers to your partner, potentially causing them to develop burnout symptoms and even lose their sex drive. This "spillover" happens because the stressed individual is often withdrawn and less present at home, a dynamic people fail to recognize they're creating.

While some aspects of life can handle stress and bounce back ("bend the reed"), others, like key personal relationships, can break permanently under extreme pressure from overwork. The small gains from achieving a career goal a few years earlier are often not worth the risk of irreparable damage to your personal life.

The feeling of breaking down in midlife isn't caused by a single trigger. It is a cumulative effect of layered stressors—family, career, aging parents, health—that coincide with a period of low biological resilience and high emotional reactivity, creating a 'tiramisu of stress.'

A slow job market has created a new burnout phenomenon: "quiet breaking." Unlike quiet quitting (doing the bare minimum), employees feel trapped in their current roles. They are burning out from working harder than ever in jobs they are unhappy with but cannot easily leave.

The feeling of falling out of love can be a side effect of chronic work stress, which acts as an emotional anesthetic. This numbness extends to your home life, making you incapable of feeling love and leading you to mistakenly believe your partner or your feelings for them have changed.

Contrary to the common belief that divorce rates are at an all-time high, they actually peaked around 1980 when roughly half of all marriages ended in divorce. Since that peak, the rate has been on a steady, multi-decade decline and is now considerably lower.

An employee with a spouse who doesn't support their work will never reach their full potential. The mental and emotional drain from home-front conflict prevents them from fully committing to big goals. Leaders must pay attention to their team's personal lives to unlock discretionary effort.

The success of a long-term relationship is better predicted by how partners handle conflict and disagreement than by how much they enjoy good times together. People are more likely to break up due to poor conflict resolution than a lack of peak experiences.

Unlike previous generations who valued privacy, employees under 30 expect supervisors to recognize when they are struggling with mental health or burnout and to offer solutions. Two-thirds of this demographic expect this proactive support, forcing a fundamental shift in management style.