Busting Burnout - Reducing Employee Exhaustion

Growing up, I witnessed firsthand how intentional my mother was about maintaining balance and taking care of herself. She worked incredibly hard and was deeply devoted to her job, yet she always made time to pause and enjoy life’s finer moments. Whether it was indulging in a special treat, taking time to rest, or embracing experiences that brought her joy, she was deliberate about ensuring that her work did not consume her entirely. While the finer things in my life today may look different from those of my childhood, I find myself carrying on her legacy, consciously making time to enjoy the moments that bring me joy. For me, these moments include savoring a glass of wine, watching a sunset, listening to music, enjoying a meal I didn’t have to cook, or simply stepping away from the daily grind to immerse myself in entertainment.

Early in my career, as a single mother, my focus was on balancing the demands of motherhood and my professional ambitions. With limited resources and intense pressures, burnout was a constant threat. However, I often found myself drawing on the foundation my mother had set, her ability to navigate a demanding job while still prioritizing balance. There were countless times when I felt overwhelmed, stretched way too thin, and dangerously close to being burned out. Yet, due to the example I had growing up, I learned to pause, sometimes just in time, to ensure I preserved my well-being. In doing so, I protected my health and also set an example for my children, showing them the importance of maintaining balance even in the face of challenges.

Today, I am fortunate to have the full support of my husband in all that I do. My responsibilities are more demanding than they were in the early days of my career, and though I don’t always prioritize my well-being as much as I should, I have developed a habit of self-assessment. I recognize when I need to pause and reset, ensuring that I don’t fall into the patterns of overwork that lead to exhaustion. This awareness allows me to course-correct when needed, reinforcing the importance of well-being for myself and for those who look to me as an example.

Throughout my career, I have had the privilege of working with leaders who prioritized their well-being and encouraged me to do the same. Their support and examples reinforced the importance of self-care in a professional setting. However, I have also encountered far too many leaders who neglected their well-being, and, in turn, that of their teams. These contrasting experiences have shaped my understanding of the critical role leadership plays in fostering a culture of well-being. While I have been fortunate to receive reminders from some leaders, the most persistent influence has always been my upbringing.

As discussions around employee well-being continue to evolve, much of the focus today seems to be on resolving issues rather than preventing them. The emphasis is often placed on addressing burnout after it occurs, rather than fostering environments that proactively support balance and sustainable workloads. When I reflect on the times I came close to burnout and the instances where I wished for more support, I also recognize the moments when I felt truly seen and valued by organizations that prioritized employee well-being.

Organizations that are committed to preserving employee well-being and preventing burnout understand that well-being is more than an afterthought, it is a strategic priority. These organizations take proactive steps to create cultures where balance is encouraged, leaders model healthy habits, and employees feel supported in prioritizing their well-being. The key to long-term success is more than responding to challenges, it’s in creating workplaces where employees thrive, versus survive. Organizations prioritizing employee well-being and helping to prevent burnout are:

Offering Manageable Workloads with Clear Priorities: The best leaders understand that an overwhelmed workforce is neither productive nor engaged. By carefully structuring workloads and setting clear priorities, they create an environment where employees can focus on their job duties without feeling overwhelmed. A 2022 Gallup study found that employees who experience unmanageable workloads are likely to be stressed out 2.6 times more than others, and tend to seek new job opportunities. This is evidence of the importance of ensuring that workloads are appropriate and sustainable. Leaders who assess and adjust workloads when necessary will help to prevent burnout and foster a culture of balance and productivity.?

In addition to setting clear priorities, the best leaders regularly communicate expectations in a way that empowers employees rather than overwhelms them. Regular check-ins coupled with clear and transparent communication about workload barriers will help employees feel supported. According to Harvard Business Review (Dutton & Lee, 2021), psychological safety and open communication are critical factors in maintaining employee engagement. When employees know they can voice concerns without fear of judgment, they are more likely to remain motivated and committed to their roles. Leaders who create and sustain this kind of environment will ensure that their teams are?productive, and also mentally and emotionally supported.

Encouraging Meaningful Breaks During the Day: Working nonstop may seem like the best path to productivity, however, research consistently shows that taking regular breaks enhances focus, creativity, and overall job satisfaction. A study conducted by the University of Illinois (Ariga & Lleras, 2011) found that brief mental breaks significantly improve concentration and performance. The best leaders recognize that employee well-being is directly linked to productivity and actively encourage meaningful breaks throughout the day. Taking breaks to step away from work, even briefly, will help employees recharge. These breaks can include movement, mindfulness, social interaction, or a combination of these. Leaders who set the tone and lead by example help normalize the idea that pausing during the day is critical for sustaining high performance.

Beyond allowing breaks, the best leaders create an environment where employees feel safe and comfortable to take a break. If employees fear that stepping away will be perceived negatively, they are unlikely to develop this habit. According to a study published in?The Journal of Occupational Health Psychology?(Fritz, Ellis, Demsky, Lin, & Guros, 2013), employees who take quality breaks return to their tasks with increased energy and engagement. Leaders can integrate small and powerful habits into the work culture, such as encouraging employees to enjoy lunch away from their desks, start meetings five or ten minutes later, while encouraging employees to use that time to move or listen to a song they love, or designating certain times on certain days as times for no meetings and time for employees to prioritize one aspect of their well-being. These simple, and powerful tips will help to create a workplace where employees feel valued for the work they produce and are encouraged to work while prioritizing their well-being.

Promoting an Environment of Psychological Safety: The phrase “employees don’t leave companies, they leave managers” has become a catchphrase, for good reason. Studies show that psychological safety is one of, if not the, most significant factor in high-performing teams. When leaders foster a culture where employees feel secure in expressing their ideas, concerns, needs, and desires, without fear of retaliation, they focus more on innovation, and collaboration, and ultimately perform better, to improve overall organizational success.

A leader who prioritizes psychological safety understands that it requires active listening, empathy, and consistently building a trusting environment. Employees need to know that their voices matter and that their well-being is genuinely valued. Research from MIT Sloan Management Review (Edmondson & Lei, 2014) highlights that organizations with strong psychological safety see higher levels of employee satisfaction and lower turnover rates. Leaders who celebrate diverse perspectives, resolve conflicts fairly, and demonstrate vulnerability by acknowledging their opportunities set the tone for a working environment where employees feel empowered to thrive. When employees trust their leaders and believe they are working in a supportive environment, they are more engaged, more productive, and more likely to stay committed to the organization.

The best organizations foster an environment where employees can be whole. They encourage and reward leaders who role model employee well-being and know that these practices strengthen the organizations. A thriving workplace promotes clear communication and sets manageable workloads. In these environments leaders ensure that they are pausing to recharge and make space for employees to do the same. There is also a sense of safety and trust where employees feel as if they belong. The best organizations attract, develop and retain leaders who are deliberate about fostering well-being and actively working to have a burnout free workplace.

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