Are you tired of playing defense against employee burnout? You’re not alone. Currently, two in three employees report symptoms like low energy and lack of motivation due to workplace burnout.
And the rising tide of workplace stress is costing companies big time. A recent study found that burnout costs businesses $4,000 to $21,000 per employee each year. Think lower productivity, increased absenteeism, and a serious hit to overall employee wellbeing.
We spoke to two mental health experts to bring you the best strategies to address burnout head-on. This article will help you identify and tackle burnout before it escalates, creating a healthier, more productive environment for everyone.
We hear so much about it—but what is work burnout, exactly?
Dr. Ryan Todd, psychiatrist and headversity co-founder, explains, “Burnout is very simple. It’s too much cortisol, a stress hormone, in your blood for an extended period of time.”
This condition arises when employees face excessive or chronic stress—whether it’s unrealistic workloads or ongoing personal challenges—leading to physical, emotional, and mental exhaustion.
Psychologically, burnout manifests as decreased motivation or performance, feeling overwhelmed, and negative attitudes.
Burnout is getting more attention in workplaces and the medical community for good reason. Recent surveys in Canada and the United States revealed that a staggering 42-44% of employees felt burnt out in 2024, up from 33% in 2023.
Dr. Mary Preisman, Physician Lead for Consultation-Liaison Psychiatry at Sinai Health, points to several contributing factors:
The key to winning the fight against workplace burnout is early detection.
Of course, employees must also be able to recognize these signs in themselves. Dr. Todd indicates that training allows individuals to identify symptoms early, so they don’t get to the red zone of burnout.
According to Dr. Preisman, interventions at the institutional level are a challenge because it’s like trying to make a blanket solution fit for many different people. In her experience, individual-level solutions have been successful.
HR and workplace leaders can apply tailored strategies to equip their employees against workplace burnout.
Structured, empathetic conversations can help identify stressors early on. Don’t just ask, “How are you?”—dig deeper into wellbeing and workload.
To encourage this open communication, leaders should be observant and approachable. Let your employees know you’re there to support them.
Equip your leaders with the skills to have these conversations and address mental health challenges in their teams. Learn about our Mental Health Foundations CERT program.
These conversations need to happen more often than once a quarter, says Dr. Todd. More regular check-ins help identify and support any needs before it’s too late.
Resilience training equips employees with the essential skills to manage stress and cope with emotions. At headversity, our personalized, hands-on training is designed to evolve with employees’ needs and build healthy habits that prevent burnout.
Dr. Preisman points out that individuals tend to take on more commitments without stopping to consider what to discontinue. She suggests reevaluating responsibilities to make work more sustainable.
Leaders can work with their teams and individual employees to evaluate workload distribution and identify potential overloads. Consider redistributing tasks, streamlining processes, and setting realistic deadlines.
“There’s kind of a sweet spot of how much you do something, especially at work,” says Dr. Preisman. “There’s a point at which it switches from meaningful and fulfilling to just exhausting.”
But the often-unrealistic expectations around working hours and availability underscore the need for structural changes.
Ways to address these pressures and promote work-life balance include:
Advocate for digital hygiene by promoting healthy behaviors around screen time and technology use. For example, walking meetings (in-person or at a distance over the phone) can help reduce virtual meeting fatigue.
“There’s been a massive shift post-COVID to put onus on the organization as if to say, can you take care of my mental health, organization?” Dr. Todd notes.
In fact, 92% of employees say it’s important to them to work for an organization that values and provides support for their mental health. And one of the best ways for workplaces to deliver this type of support is through engaged leadership.
If a manager constantly works late, sends work emails over the weekend, and relies on coffee to combat fatigue, it sets a poor example for their team. Leaders need to prioritize their own wellbeing and demonstrate healthy habits, including engaging in company wellness initiatives to set a good example. By demonstrating a supportive leadership style, they can also help reduce stress and boost team engagement.
People leaders have an opportunity to foster a safe space for employees to voice concerns and challenges. Targeted leadership training helps build these interpersonal skills and equips managers to have mental health conversations.
Don’t skip the small stuff! Employee recognition from leadership can boost morale and reduce feelings of workplace burnout. Ideas include verbal praise, written notes, and small rewards like a meal or gift card.
Ready to put these strategies into action? Here’s a step-by-step approach:
If you’d like any support as you plan your wellbeing strategy, feel free to reach out—we’re here to help.
Proactive burnout prevention is a must-have for creating a thriving workplace. By implementing the strategies in this article, you can create a culture of wellbeing and a productive workplace.
Ready to create a proactive mental health strategy for your organization? Access our free step-by-step guide here.
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