Banishing Burnout - What Your Organization Can Do
- Leslie Speas
- Apr 4
- 2 min read
Do you think that your organization doesn't have a burnout issue? Think again- you probably do. A recent study revealed that nearly 1 in 4 U.S. employees rated their current level of burnout as high or very high. Burnout is a workplace issue that no amount of yoga, meditation, or chair massage will fix if the work culture is toxic or unsustainable.
So, what can we do to help mitigate this problem?
Six meaningful ways organizations can support employees and reduce burnout:
1. Model Healthy Boundaries
If leaders are sending emails at 11 p.m., skipping vacations, or glorifying working long hours, employees will follow suit. Culture is shaped by what leaders do, not just what they say. If you are a leader, encourage breaks, take them yourself, and normalize saying no.
2. Offer Flexibility
When possible, give employees more control over when, where, and how they work. Flexibility can reduce stress, boost productivity, and make it easier for people to best manage work and life.
3. Clarify Roles and Expectations
Ambiguity breeds stress. When people aren't sure what's expected of them (or feel like the goalposts keep moving), it contributes to burnout. Clear communication and defined roles help employees focus and feel competent.
4. Create Space for Regular Check-Ins
Encourage managers to check in weekly or biweekly to ask not just about performance, but about how people are doing. A simple “How are you holding up?” or "How are you doing personally?" can open the door for real conversations.
5. Provide Access to Mental Health Resources
Ensure employees know what support is available—like EAPs, counseling, or coaching. And don’t just list them in an onboarding packet, promote them regularly and encourage others to get help.
6. Invest in Leadership Training
The #1 reason people leave jobs (or burn out in them)? Their manager. A recent study showed that managers have as much impact on a person's mental health as their spouse or partner. Equip leaders with the skills to manage stress, communicate well, and lead with empathy. When managers thrive, teams are more likely to thrive too.
Comments