In the modern workplace, burnout has become an all too common issue. According to the 2024 survey by the charity Mental Health UK, 91% of UK adults have experienced high or extreme levels of pressure or stress at some point in the past year. With the cost of burnout being both human and financial, employers are increasingly recognising the need to create working environments that help prevent this chronic condition.
Preventing burnout requires an approach that involves organisational culture, leadership, and individual support. In this blog, we explore five of the most effective strategies employers can implement to safeguard their workforce from burnout.
1. Encourage work-life balance
One of the key drivers of burnout is poor work-life balance. Employees who feel unable to disconnect from work often face high levels of stress, and this ultimately leads to burnout. Employers can help combat this by encouraging workers to set boundaries, particularly around working hours.
A good example is the introduction of flexible working hours and remote work policies, which allow employees to have greater control over their schedules. By putting these measures in place, the aim is to achieve higher levels of employee satisfaction and reduced levels of absenteeism. Offering flexibility not only helps employees manage their personal lives but also promotes productivity.
2. Create a supportive work environment
Employees who feel supported by their managers and colleagues are less likely to experience burnout. Building a workplace culture where staff feel comfortable discussing mental health issues is essential. This can be achieved by offering mental health training for managers and encouraging open conversations about stress and workload concerns.
According to a Mind survey, 60% of employees feel more motivated if their employer supports their mental wellbeing. Providing access to Employee Assistance Programmes (EAPs), which offer confidential counselling and mental health resources, can be a crucial step in supporting your employees. EAPs are designed to help workers manage both work-related and personal issues, from stress and anxiety to financial worries, which can all contribute to burnout. Employers can also establish regular check-ins with staff, whether in person or virtually. These check-ins provide a great opportunity for managers to assess workloads, spot early signs of burnout, and make necessary adjustments.
3. Promote physical health
Physical and mental health are intrinsically linked, and employers who support physical well-being can also help prevent burnout. Encouraging employees to stay active and maintain healthy lifestyles can have a profound effect on mental resilience.
Some companies offer wellness initiatives such as subsidised gym memberships, in-office yoga sessions, or virtual fitness challenges. Additionally, promoting healthy habits like taking regular breaks and proper nutrition can be incorporated into workplace policies.
4. Encourage time off and limit overtime
Overworking is one of the main causes of burnout, particularly when employees feel unable to take time off for fear of falling behind or facing repercussions. In the UK, full-time employees are legally entitled to 28 days of paid leave per year, but many still feel unable to use their full allowance.
Employers must not only encourage their staff to take holidays but also ensure that time off is truly respected. This means discouraging the culture of responding to emails during annual leave or working during evenings and weekends. Employers can also consider implementing a ‘no-email’ policy during annual leave and create handover procedures to ensure smooth operations in the absence of the employee. This ensures workers can fully disconnect and return recharged. Some countries have already passed legislation to protect time for employees to switch off from work.
5. Set realistic workloads and expectations
Many employees experience burnout when they are consistently given more work than they can reasonably handle. This often stems from unclear expectations, poor delegation, or unrealistic deadlines.
Leaders play a vital role in setting the tone for work expectations. Clear, realistic, and achievable goals help ensure that employees feel confident in their work without being overwhelmed. Companies can also employ workload management tools which can help to balance tasks and create transparency in expectations and deadlines.
Want to learn how HRX can help prevent burnout at work?
Preventing burnout at work is not a one size fits all solution. It requires a proactive approach, prioritising the mental and physical well-being of employees through a supportive and healthy work environment. By promoting work-life balance, encouraging open communication, and providing the right tools and support, employers can play a significant role in reducing the risk of burnout and creating a thriving, engaged workforce.
Our HR software directly supports businesses in preventing one of the causes of burnout through our holiday booking and tracking functionality. Employees can easily request annual leave and check on their entitlement balance in a few clicks. Employers can also monitor the use of annual leave which ensures that they can clearly see if an employee hasn’t used their leave. This can lead to opening a conversation with them which ensures that they take the time off that they are entitled to in order to relax and unwind.
If you’d like to see this function for yourself, be sure to sign up to our FREE 30 day trial today, or book a demo with one of our HR experts.
