According to a recent survey, 1 in 2 workers has experienced burnout in the last year, and for young employees, the rates are even higher. This isn’t just a personal challenge; it’s an organisational one, driven by factors like inappropriate workload, lack of management support, and inflexible conditions.
The good news is that burnout is preventable. Managers and organisational leaders have the power to create an environment where employees feel supported and can thrive. Here are three impactful places to start:
1. Encourage Unplugging and Taking Necessary Time Off
A key driver of burnout is the inability to truly switch off. Many employees skip holidays or work on weekends, often due to fears about falling behind. Leaders can champion a culture where using leave is not only respected, but expected. Managers can lead by example. When your team sees you fully unplugging during your time off, it gives them permission to do the same, ensuring they return to work genuinely recharged.
2. Build a Culture of Openness and Recognition
Fostering an environment where employees feel safe to speak up without fear of being seen as “weak” is critical. This starts by normalising conversations about mental health and stress. Furthermore, creating a culture of recognition—where employees feel seen and acknowledged for their work—can reduce feelings of stress and improve morale.
3. Provide Practical, Proactive Support
While creating a supportive culture is foundational, sometimes professional help is needed. Nearly half of those experiencing burnout do not seek support. This is where your EAP becomes a critical asset. It provides confidential, professional counselling that helps employees manage stress, build resilience, and develop coping strategies before they reach a crisis point.
By creating a supportive environment and ensuring employees know how to access confidential support, you take a proactive step toward safeguarding your greatest asset: your team.