In the quest to combat employee burnout, we’ve gathered insights from CEOs, directors, and various experts to share their most successful strategies. From preventing burnout with work-life flexibility to promoting open communication and recognizing efforts, discover the fourteen diverse and effective methods these leaders recommend.
Prevent Burnout with Work-Life Flexibility
The most successful way to approach burnout is not to let your employees burn out in the first place. Burned-out employees mean I’ve not done my job well as their leader, as working for a SaaS company like mine is hardly life-and-death.
Some crunch is unavoidable, but it should be the massive exception rather than the rule, and the standard operating environment should be one where people have the flexibility in their day-to-day to schedule their work around their lives instead of their lives around their work. Keeping this attitude front and center in our day-to-day operations has helped mitigate circumstances that would lead to burnout, in my experience.
Kate Kandefer, CEO, SEOwind
Delegate Work and Reconnect with Joy
As a leadership coach, I often work with clients who have become overwhelmed and burned out. It’s important to consider how they approach their work and what beliefs they have about how work is completed. Often, they do not delegate enough of their work to others. At times, they do not know how to say no to projects or requests that would be better handled by others. The self-judgment can be so harsh that, internally, the individual creates unnecessary stress by placing too much pressure on themselves to be perfect, or they harbor unreasonable expectations of themselves.
As we sift through these questions and more, often the client can learn new ways to approach their work and relate to their work. Additionally, the client must reconnect with their sources of joy to build their resilience.
Dr. Julie Donley, Executive Coach and Author, Nurturing Your Success LLC
Promote Genuine Breaks for Rejuvenation
When I first observed burnout among my team members, I knew how important it was to provide actual breaks. I remember one afternoon seeing a colleague eating lunch at their desk, looking weary. It occurred to me that many of us were trapped in a never-ending cycle of work with little time to relax.
I concluded that my main strategy would be to promote genuine breaks. I began by setting an example, taking a break from my desk for lunch, and encouraging others to do the same. We also started scheduling short, casual walks outside the office to give everyone a chance to unwind and refuel.
This little shift had a significant impact. Employees returned after their breaks feeling more refreshed and engaged. It reminded me that sometimes the greatest approach to combating burnout is to give folks room to take a break and breathe. By prioritizing these breaks, we established a healthier work environment in which everyone felt more invigorated and appreciated.
Justin Crabbe, CEO, BlackJet
Replace Team-building with Creative Events
As a workforce management business owner, I agree that burnout is a growing challenge in today’s work environment. I’ve seen how it can impact both productivity and employee well-being. An example of how we have successfully combated burnout is through the reduction of stereotypical types of team-building activities. Instead, we introduced creative events: painting sessions, escape rooms, and cooking classes.
Such events not only let the employees step out of their working routine but also help in creativity, team bonding, and unwinding in an easy and fun way. This approach has had a tangible impact, with employees reporting lower stress levels and higher job satisfaction. The key is in creating an environment where team members can bond more on a personal level, which reignites their passion for work.
Lucas Botzen, Founder, Rivermate
Implement a Task Rotation System
Implementing a rotation system where employees can switch between different tasks or project types is a successful strategy for addressing burnout among workers in the roofing, construction, and general contracting industry. By allowing employees to take on various responsibilities and experience different aspects of the business, they are less likely to feel stuck in a monotonous routine that can lead to feelings of stagnation and burnout.
When employees have the opportunity to work on diverse projects, they are more likely to maintain a sense of challenge and engagement in their work. This variety can help keep their skills sharp and expose them to new techniques or technologies, which can be both personally and professionally fulfilling. Additionally, task rotation can foster a greater understanding and appreciation for the various roles within the company, leading to improved collaboration and teamwork.
In practice, this strategy can be implemented by cross-training employees in different areas of the business and creating a schedule that allows them to rotate between tasks or project types regularly. For example, a roofing installer could spend a few weeks working on residential projects, then switch to commercial projects, and later spend time in the warehouse or assisting with estimating. By providing employees with diverse experiences and opportunities for growth, companies can effectively reduce burnout and maintain a more motivated, engaged, and productive workforce.
Tyler Poole, Owner, White Oaks Construction
Manage Your Own Stress
“Put the oxygen mask on yourself first!” This motto has guided me after ten years as the head of an accounting department and five years as a business owner. While it might sound counterintuitive when addressing employee burnout, ensuring that you, as a manager, are not overwhelmed and overextended is crucial.
Burnout is a multifaceted issue, and from my experience, managers often find themselves trying to solve problems that are beyond their control. It is crucial to recognize that while you can and should assist employees with external challenges, internal struggles are not your responsibility. Attempting to manage internal issues can lead to burnout for managers themselves.
The most successful strategy involves focusing on the aspects you can influence. This includes addressing issues such as micromanagement, lack of appreciation, and a toxic work environment. Ensuring workloads are reasonable, empowering employees by giving them more control over their tasks, and making sure they feel valued through fair compensation and regular acknowledgment – it’s surprising how often this small action is forgotten.
However, it’s important to acknowledge that some causes of burnout are internal. Employees may struggle if they don’t see the value in their work or if there is a mismatch between personal values and the organization’s values. While you can encourage a dialogue about these issues, in the long run, this is something the person must resolve on their own.
So, the most successful strategy is to focus on what you can control and not stress over what you can’t. As the saying goes, “Do what you can, with what you have”
Kate Klymenko, Owner, Kate Klymenko Photography
Hold Regular Employee Reviews
Addressing burnout is critical in every industry; it can easily cause safety concerns if not identified early. Communication is key to preventing burnout. Having regular employee reviews, with an opportunity for the employee to share their needs and wants, creates a safe space for them to feel comfortable communicating.
However, sometimes you can’t wait for an annual review—it’s important for managers to have good intuition and regular safety meetings. Managers need to be keenly aware of their team and start communicating with team members when spray-foam rig production isn’t delivering as expected. Additionally, having a pool of well-qualified applicators allows us to rotate between work areas and change team structure to minimize burnout.
Jennifer Hristovski, Chief Marketing Officer, SprayWorks Equipment Group
Offer Professional Development
To address burnout among my team, I’ve discovered that offering professional development opportunities and work variety has proven highly effective. By offering training sessions, workshops, and chances to tackle new challenges or roles, I effectively engage and motivate the team. This strategy fosters a sense of value and commitment to their careers, significantly reducing burnout and enhancing long-term satisfaction.
Levi Biggs, Owner, Knee’s Electrical Service
Conduct Stress Diagnostic Tests
In my experience, burnout often goes unaddressed because employees might be reluctant to bring it up, or because the workplace culture doesn’t really support talking about it. I think the first and most successful step is just recognizing it exists.
That’s why we have our employees take regular burnout diagnostic tests. I believe this is a crucial way to spot burnout on an individual level. These tests open up lines of communication from managers to employees, giving us a clear measure of where everyone stands. We use a few standard tests like the Maslach Burnout Inventory (MBI) and the Utrecht Work Engagement Scale (UWES).
It can be tough for employees to talk about burnout due to the stigma associated with it. By consistently giving them opportunities to express themselves and involving managers actively in this process, we’ve seen improvements in morale, productivity, and profitability.
At the company level, we also use employee engagement surveys, like the research-backed Workplace Survey, to pinpoint symptoms of burnout at work and gather anonymous feedback on employee well-being. This helps us understand broader patterns and address issues more effectively.
Anders Bill, Cofounder/CPO, Superfiliate
Provide Personal Project Time
At Empower Wills & Estate Lawyers, we’ve addressed burnout by implementing a system of “personal project time” (PPT). Essentially, we allocate a set number of hours each month for employees to work on projects or tasks of their choice that are unrelated to their regular duties. This time is designed to be completely flexible, allowing them to focus on something they’re passionate about or that could benefit their professional development in a way that doesn’t involve their routine workload.
For example, one of our paralegals was passionate about improving our internal knowledge management system. Through PPT, she was able to create a new system for tracking case documents, which not only matched her interests but also led to a more efficient workflow for the entire team. This project was fueled by her own motivation, and the positive effect on her well-being was clear.
The most successful aspect of this strategy has been the direct correlation between employees having the freedom to pursue projects they care about and a noticeable decrease in burnout rates. It provides a sense of control and accomplishment that is separate from their everyday tasks and helps to rekindle their enthusiasm for their core responsibilities. By tailoring this approach to individual interests and allowing employees to take ownership of their projects, we’ve managed to address burnout in a way that feels authentic and impactful.
Oliver Morrisey, Estate Lawyer, Owner, Director, Empower Wills & Estate Lawyers
Adopt Flexible Work Hours
I am Jordan Adair, the CEO of Shirtmax, a company that sells wholesale clothing online. Dealing with burnout involves identifying it early on before it escalates. I discovered that it’s important to establish a workplace atmosphere where employees can openly talk about their stress levels without worrying about being judged.
One approach that has proven to be especially effective for us is adopting flexible work hours. Granting our team the freedom to control their schedules has led to a notable decrease in exhaustion. It’s not only about providing time off; it’s about having faith in their ability to determine when they require a rest or are at their most efficient.
This method has resulted in employees who are more satisfied and involved, which has positively impacted the business. It is important to ensure individuals have the opportunity to recharge so they can perform at their best.
Jordan Adair, CEO, ShirtMax
Proactively Schedule PTO
One effective strategy I’ve used to address burnout among employees is proactively scheduling PTO with my team members.
One of the greatest challenges with time off in general is the lack of coordination and scheduling. A lot of projects might get dropped or might stagnate.
I work in a very seasonal industry where our busy periods are incredibly busy, and then down periods are significantly slower than our busy periods every quarter. I plan PTO with everyone on my team (sitting down and asking them when they’re planning to take time off, and if they’re not, working with them to schedule it).
Doing this has been incredibly effective for two reasons. First, people actually use all their PTO. They get the real benefit of it, and they take time away because it’s all actually scheduled. So, it significantly reduces the likelihood that things are being dropped off.
And because we’re proactive about PTO, it means that they’re going to plan it to create handoff documents. They spend more time thinking about how to get everything structured, ready to hand off, and finished.
Second, it gives someone a finish line to sprint towards, and it makes them much more motivated in the short term to get a lot more work done.
Then, they’ll take time off, be refreshed, and come back with a fresh spirit that gives them a lot of motivation to then repeat the cycle.
Jeremy Horowitz, CEO, Let’s Buy a Biz!
Eliminate Tedious Tasks
To tackle employee burnout, we focus on eliminating the mundane tasks that drain energy and motivation—like repetitive data entry. By implementing data integration, we’ve removed these tedious chores from our employees’ plates, giving them the time and freedom to focus on projects that spark innovation and excitement.
When employees can pursue strategic work that truly satisfies them, burnout fades, and morale soars. The most successful strategy has been cutting out the clutter, so our team can thrive in an environment that fosters creativity and passion.
Yan Courtois, CEO, Flexspring
Promote Open Communication and Recognize Efforts
The best way to prevent burnout is to promote open communication across your organization, where it is normal to seek support if needed. If this does not work, the next best option is to be on the lookout for signs of burnout early on. Key indicators that we like to look out for include decreased productivity, lack of engagement, and increased workplace conflicts.
Then, we establish attainable goals for the employee, seeking to match their capabilities and skill set. Lastly, we believe it is important to allow flexible work arrangements when possible, encourage employees to take time off when necessary, and follow up with the employee by asking what kind of support they need to be successful.
Don’t forget to recognize and reward employees for their hard work! Have a recognition program that rewards employees during high-stress times, or take a day to have a fun team outing during the workday to show your employees just how valuable they are.
Ryan Foust, Director of Operations, ChurchShield
Brett Farmiloe is the founder of Featured, a Q&A platform that connects brands with expert insights.
