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Debbie is always the first to arrive at work and usually the last to leave. She answers emails during her lunch break, volunteers for extra projects, and never takes vacation.
A bad manager might think, “Wow, great, I can really depend on Debbie. She’s such a hard worker—let’s give her a small pay raise and keep giving her more and more responsibilities. After all, it seems like she can handle the pressure.”
But a good manager knows that burning the candle at both ends isn’t a long-term strategy. Something’s gotta give, and it’ll either be Debbie’s health or the quality of Debbie’s work. This manager knows how to help employees with burnout, from preventing it to spotting the signs when it sets in.
This guide explores burnout in more detail so you can support and retain your employees.
We tend to think about burnout as something that happens to those who put in 80-hour weeks—surgeons, politicians, or lawyers who work around the clock to excel in their careers. But it can happen to people working in any role in any industry. And it’s not new either.
In 2019, the World Health Organization formally classified burnout as an “occupational phenomenon.” It further describes it as a “syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” Symptoms include:
Burnout is prevalent in the modern workplace, prompting a ton of research on the condition. Here are some fast facts to bring you up to speed:
While employees and their families may likely notice signs of burnout in themselves or someone they care about, it may be more challenging for managers to identify employees who are struggling.
Typically, the signs of burnout fall into three main buckets: physical, mental, and behavioral symptoms.
Here are 10 practical strategies you can customize:
Managers have a duty of care to their employees and must take proactive steps to prevent and support those workers who need it. Effective burnout training for managers should:
When managers commit to their leadership training and make a real difference to the workers under their wing, this contributes to a 70% boost in employee engagement.
Mental health days give your employees permission to prioritize self-care and rest. Separate from regular sick leave, duvet days, or company shutdowns, they allow employees to take paid time off to mentally recharge. You might offer a set number of days per year or opt for unlimited days.
Employees might use their time to catch up on sleep, unplug, read a book, cook some nutritious food, or spend time in nature. As a manager, it’s not your job to ask questions about how your employees spend their mental health days (no one should have to justify themselves), but you might signpost some suggestions as inspiration.
If the pressure of balancing work and home is causing undue stress in your employees, flexible work arrangements could alleviate some of the burden. There are numerous models you could choose from, including:
While some leaders fear the idea of giving their employees autonomy over their work schedules, Celynn Morin, a well-being whisperer and professional speaker, argues that it’s essential.
“Trusting your team and respecting their humanity is the foundation of great leadership. Work is just one part of a full, messy, and beautiful life, and when leaders create space for that, teams thrive. As someone who champions well-being, I know the impact this approach has—not just on results but on resilience, creativity, and long-term success.”
Too much work is a common cause of burnout, and it impacts some more than others. For example, when layoffs occur, surviving team members are often left picking up the pieces of their colleagues’ workloads without additional support. Similarly, people with different personality types or mental health conditions may be more likely to struggle with their workloads.
People with ADHD typically experience burnout faster than neurotypical workers because of the way their brains respond to job stress. And your introverted employees could struggle more when their workdays are overloaded with meetings and social commitments.
Create systems that help you stay on top of how much work your team members are doing so you can step in if things start getting too heavy.
Managers should always make themselves available and approachable to employees in need. But your workers should also have the option to seek support from a third party. Employee assistance programs (EAPs) are a strong option, providing your workers with confidential mental health counseling, advice, and coaching when they need it.
Alongside supporting employees through crises or moments of burnout, EAPs can provide resources and guidance to help employees maintain their mental well-being over the long term. They can also be a powerful tool for reducing stigma in the workplace.
Employees who feel isolated at work are more likely to experience burnout. We know from BCG’s research that burnout can be halved when employees feel included at work. Employee resource groups are one way to bring people together. These groups create safe spaces for employees with similar backgrounds, identities, or interests to connect and support one another. They also serve as a platform for amplifying underrepresented voices and driving positive change within the organization.
Example: In 2021, SaaS company Zapier created its first ERG playbook aimed at supporting and recognizing the work of its employee resource groups: Prizm (for LGBTQIA+ employees), EMPOWER (for women at Zapier), and BIPOC (for Zapier employees who are black, indigenous, or people of color.)
As part of your approach to preventing employee burnout, don’t wait for the symptoms to set in before you take action. Instead, measure employee well-being by committing to regular check-ins and surveys. You might ask a mix of questions like:
Anonymous feedback may extract honest opinions from your team, but it will prevent you from following up on any individual’s specific problems. Instead, having private 1:1 conversations with your direct reports is a better way to take their pulse.
Crucially, make sure you follow up on any feedback. Fail to do so, and you can’t expect your employees to open up to you next time.
Performance goals are essential for driving results. But they shouldn’t come at the expense of employee health and well-being.
If your employees report that unrealistic or high performance expectations are impacting their mental well-being, it’s up to you to take action. Speak to your HR team about setting realistic targets, and work with your employees to understand what they can manage in their current state.
Employees who feel they are stuck in their roles with no room for growth or learning can quickly become disengaged and burnt out at work. As a leader, it’s your responsibility to build and develop employee development plans that inspire and motivate your team members. This can include providing stretch assignments, encouraging training and education opportunities, or offering mentorship programs.
When employees feel like they have an achievable path for career progression within the company, they are more likely to stay engaged and motivated in their roles rather than being mentally distant.
A leader’s actions have a significant impact on a team’s mental well-being. If you’re consistently overworking, not taking breaks or vacations, and displaying signs of burnout yourself, it will send the message to your team that this is the expected norm.
Instead, prioritize self-care and work-life balance in your own life and encourage your team members to do the same. Here are some ideas:
Benepass offers a wide range of pre- and post-tax employee benefits designed to support your employees’ whole selves.
Our Lifestyle Spending Account is one of the best ways for employees to choose the benefits that matter most to them based on a fixed monthly allowance. Expect reduced burnout, greater well-being and improved productivity as just some of the benefits of setting up an LSA. Here’s how it works:
Ready to see our platform in action? Book a free Benepass platform demo or contact sales@getbenepass.com to connect with a benefits specialist.
