Empower Your Workforce: 5 Strategies to Beat Burnout
In our first post in this series (Are Half of Your Leaders and Their Teams Burned Out?), we explored the state of burnout and its impact on performance. We proposed questions to help identify and assess leader and team burnout. In this follow-up post, we explore five strategies organizations can pursue to address burnout and why it’s increasingly important to do so. We also propose five proactive steps that individuals can take to reduce stress and avoid burnout.
Whether burnout concerns are company-wide or focused in specific areas, organizational leaders can start by assessing the nature and extent of the problem. Having recognized the symptoms, experts argue that the response needs to be structured, leveraging a mix of personal and organizational strategies and support.
“Employees who are less comfortable talking about their mental health at work are more likely to report feeling burnout and their mental health suffering because of work. The same is true for managers who feel their workplace isn’t giving them the proper resources to discuss mental health.”
Assessing Your Organization’s Response to Burnout
Unfortunately, the studies referenced at the beginning of this post point to a drop in organizational support for employee well-being since the COVID era. Women, in particular, report a decline in support when balancing their work responsibilities with their commitments outside of work.
Over the past year, 33% of respondents in the Deloitte study report taking time off to address mental health challenges. The report highlights the impact of return-to-office policies on women.
Only 21% of respondents in ADP’s research feel their employer is fully supporting their mental well-being. According to the same report, employees who feel supported by managers and colleagues are less likely to be in the high-stress category.
According to Gartner’s research, two-thirds of organizations have introduced new well-being offerings since the pandemic. These include mental, physical, financial, and social benefits. Yet, only 25% of employees use what’s available. Regularly assessing well-being through anonymous surveys or focus groups can gather insights into what employees need most.
What Can Organizations and Their Leaders Do to Ward Off Burnout?
In their 2024-2025 report, AFLAC suggests that employers must combat burnout by offering flexible work hours, additional PTO, and comprehensive mental health coverage as part of a comprehensive benefits package if they are to attract and retain top talent. As the importance of mental health in the workplace continues to rise, employers will need to seek proactive ways to make employees feel supported both on and off the clock.
Five Issues for Organization Leaders to Address
Address the Culture of Overwork.
Issue: Heavy workloads, long hours, and rewarding face time and hours worked feed into a culture of overwork.Organizational leaders must set the tone in their personal behavior and expectations. This begins by shifting erroneous mindsets that long hours and presence equal better work. Research shows that long work hours and an unhealthy preoccupation with work do not produce better results or improve productivity.
Review Workloads and Workweek Design.
Issue 1: Remote work, mobile devices, and constant digital communication blur the boundaries between work and personal life. Implement rules restricting emails or work-related messaging during evenings, weekends, or holidays.
Issue 2: Employees with little flexibility in their schedules are significantly more likely to experience burnout.
Solicit feedback on workloads and potential ambiguity around team and individual responsibilities. Experiment with redesigning work processes and implementing four-day weeks – these approaches have proven incredibly successful. Study after study has demonstrated that productivity remains just as high in four days as in five.
Rethink mandated RTOs. Engagement, empowerment, and loyalty levels have risen while stress levels have dropped. Nearly a third (32%) of those who have experienced burnout say the ability to work from home would be most effective for helping them cope, followed by increased PTO and company-sponsored self-care programs.Encourage Breaks and Time Off - Leading by Example.
Issue: Studies show that the underutilization of PTO is a widespread issue that has significant implications for employee well-being and organizational performance.
Encourage leaders and team members to take regular breaks, use vacation days, and disconnect from work when needed. Set and stick to boundaries around time, breaks, and work-free vacations. Modeling healthy work-life balance practices at the leadership level can set a positive example for the rest of the team.Foster a Supportive Well-being Environment.
Issue: Many individuals hesitate to seek help for burnout due to fear of judgment or repercussions at work.
Create a work culture where it's okay to acknowledge stress, ask for help, and share concerns without fear of judgment. Leaders should engage in regular one-on-ones with team members to gauge well-being. Be alert for individuals who are neglecting personal time due to work demands. Look for and address burnout symptoms early.Training & Development.
Issue: Poor relationships, micromanagement, and lack of autonomy erode employee well-being.
Focus on employee well-being as part of leadership development programs. Address toxic workplace incidents immediately. Toxic workplace behaviors and traits (such as unapproachable leaders, micromanaging, and lack of transparency) are significant indicators of burnout in the workplace. Team-building activities and stress management workshops can provide some relief and connection. Educate employees about stress management with workshops, training, or guest speakers who offer strategies for coping with stress and avoiding burnout.
What Can Individuals Do to Reduce Stress and Avoid Burnout?
You can take several proactive steps to avoid burnout by focusing on managing stress, setting boundaries, and fostering a healthy work-life balance. Here are five actionable strategies:
1. Manage Workload and Priorities
Prioritize Tasks: Use frameworks like the Eisenhower Matrix to identify urgent and important tasks. Leverage productivity tools (like calendars or task management apps) to plan and organize tasks.
Set Realistic Goals: Break tasks into manageable chunks and set achievable deadlines.
Manage Time: Incorporate "time-blocking" to ensure focused periods of work and breaks. Leverage the Pomodoro® Technique to break work into focused intervals (called pomodoros), with short breaks in between. Avoid multitasking, as it can decrease efficiency and increase stress.
Delegate: Share responsibilities when possible and avoid micromanaging.
2. Establish Clear Boundaries
Flexibility and Work Hours: Explore options for achieving more flexible working. Stick to a schedule and avoid working after hours whenever possible.
Learn to Say No: Politely decline tasks that exceed your capacity or aren't a priority.
Breaks/Time Off: Incorporate short, frequent breaks during the day to recharge. Use your vacation time to disconnect and recharge fully. Treat time for family, hobbies, and relaxation as non-negotiable appointments.
3. Create a Supportive Environment
Remote Working Set Up: Separate your workspace from personal spaces. Create a workspace free from interruptions to improve productivity. Unplug after hours to limit checking work emails or messages.
Communicate Needs: Regularly discuss workload and challenges with supervisors or team members.
Seek Feedback: Constructive feedback can provide clarity and reduce uncertainty.
Foster Positive Relationships & Recognize Progress: Build strong connections with colleagues for emotional support. Collaborate with them to create a culture that values balance and well-being. Celebrate accomplishments, contributions, and progress in your/your team’s work.
4. Focus on Physical & Mental Health
Physical Health: Exercise regularly to reduce stress and boost energy levels. Maintain a balanced diet and stay hydrated. Get 7–9 hours of quality sleep each night.
Mental Health: Practice mindfulness or meditation to manage stress. Engage in hobbies or activities you enjoy outside work.
Workaholism: If you think you are a workaholic, take “The Twenty Questions: How do I know if I’m a workaholic?” assessment. Leverage these six strategies to help you find a better balance in your life. Seek professional counseling or therapy if needed.
5. Leverage Workplace Resources
Use employee assistance programs (EAPs) or wellness initiatives offered by your organization.
Participate in workshops to develop the relevant skills to manage yourself and your time. Join support groups focused on well-being, including stress management.
By consistently applying these practices, professionals can build resilience, maintain motivation, and create sustainable work environments that minimize burnout risk. Ultimately, it’s important to assess your organization and job fit to ensure your role aligns with personal and professional needs and values and to seek opportunities that challenge and motivate you.
Conclusion
In the two posts on this topic, we have sought to raise awareness of a growing problem. Organizations, leaders, and team members can address burnout early and maintain a healthier, more engaged, and productive workforce.
Reading and References
Reports
“American Workforce Burnout Reaches Tipping Point.” Aflac Newsroom. The 14th Annual Aflac WorkForces Report uncovers very high levels of burnout - which is nearly twice as likely among U.S. Hispanic employees than non-Hispanics.
Edelman, Karen. “How Can Organizations Work Better for Working Women?” Deloitte Insights, Deloitte, 10 Dec. 2024. How can organizations work better for working women? Deloitte’s Women @ Work survey delves into the experiences of 5,000 women across 10 countries, examining their stress levels, safety worries, and mental health in the workplace.
“NAMI/Ipsos StigmaFree Workplace Mental Health Survey.” NAMI, Jan. 2024. NAMI/Ipsos StigmaFree Workplace Mental Health Survey PowerPoint Presentation. A NAMI-Ipsos poll conducted in January 2024 focused on full-time workers employed at companies with at least 100 employees. Most Americans believe it’s appropriate to talk about mental health at work but may not be prepared or feel comfortable doing so. Additionally, the poll found that American employees benefit from having access to mental health care coverage and need more help to understand and utilize what resources are available to them.
Resources
“Burnout in Management: How to Support Leaders.” Talkspace. 10 ways to prevent burnout in your leaders.
McGovern, Michele. Employee Well-Being Plans Are Broken: 5 Fixes, HRMorning, 12 Nov. 2024.
Parker and Caroline Knight, Sharon K., and Caroline Knight. “Design Work to Prevent Burnout.” MIT Sloan Management Review, 10 Dec. 2024.
Schulte, Brigid. “How Companies Can End a Culture of Overwork.” Harvard Business Review, Harvard Business Review, 10 Sept. 2024. Long work hours have been associated with higher rates of burnout, unnecessary errors, accidents, fuzzy thinking, presenteeism, ill health, and even shorter lifespans. 5 strategies that can help organizations make the necessary culture change.
”Why Paid Time Off (PTO) Is The Burnout Antidote.” 10 Jun. 2024. Unleashing the potential of PTO entails a paradigm shift. A PTO-positive culture fosters an environment where employees feel empowered and encouraged to take time off. Science-backed ways that paid time off can elevate your team's performance, engagement, and overall happiness.
Tools
Clark, Malissa. “A Workaholic’s Guide to Reclaiming Your Life.” Harvard Business Review, Harvard Business Review, 10 Dec. 2024. Six strategies for finding better work-life balance.
“Time Management Method.” Pomodoro® Technique. The Pomodoro® Technique is a structured time management method consisting of processes, tools, principles and values to learn how to deal with time.
“The Eisenhower Matrix: How to Manage Your Tasks with EISENHOWER.” YouTube. A quick and easy introduction to the Eisenhower urgency-importance matrix, helping time management enthusiasts to prioritize their tasks for reduced stress and increased productivity. Download the template here.
“The Twenty Questions: How Do I Know If I’m a Workaholic?” Workaholics Anonymous, 26 June 2024. Download the PDF, answer, and score your results to find out.
“Understanding Burnout Culture: 10 Ways Leaders Can Reduce Workplace Stress.” DDI. Dr. Geri Puleo, SPHR, SHRM-SCP shares her research-based Burnout During Organizational Change Model (B-DOC) and 10 ways leaders can improve workplace stress.