From overwhelmed to energized: 5 ways to prevent burnout

In 2024, 88% of employees reported feeling burned out. 

And unfortunately, burnout doesn’t disappear with an extra day off or a surprise swag box. Acknowledging and preventing burnout means making employees feel respected, seen, and heard—and giving your teams the tools to reset and recharge.

In this article, we’ll explain what burnout is, the biggest drivers behind it, and what your organization can do today to start creating a happier and healthier workplace.

Burnout is more than just being tired. It’s a state of chronic physical, emotional, and mental exhaustion caused by prolonged and excessive stress. The World Health Organization describes it as an "occupational phenomenon," which means it’s usually associated with workplace environments rather than personal stressors.

While burnout can impact people differently, it typically leads to low morale, reduced productivity, and a growing sense of detachment from work.

There's no one cause of burnout. In fact, it’s often the result of overlapping issues in the workplace that can influence employee mental health:

• Too much work, not enough time: Excessive workloads, unrealistic deadlines, and constant multitasking leave employees feeling like they’re drowning in tasks and falling short of expectations.
• Lack of autonomy: Employees with little control over their schedules, priorities, and work methods feel helpless and frustrated.
• Unclear expectations: Regular changes in roles and shifting responsibilities add stress and leave employees uncertain about what’s expected of them.
• Little to no recognition and rewards: When hard work goes unnoticed, motivation suffers. A lack of acknowledgment makes employees feel invisible.
• Disconnected culture and relationships: Hostile work environments, poor communication, and micromanagement contribute to emotional exhaustion and detachment.

There's no quick fix to burnout, but with the right systems, you can make work feel healthier and more human again. Here’s how:

Offer ways to manage the work

When tasks match an employee’s capabilities and capacity, productivity and satisfaction increase.

Try this:

• Break big projects into smaller, manageable steps. Delegate where possible: it’s essential for increasing productivity.
• Monitor workloads across your team. Use 1:1s or team surveys to check whether workloads are sustainable.
• Offer the right training for your team. Equip employees with skills for organizing and prioritizing effectively with courses on time management.

Encourage boundaries

Sometimes, the line between work and life disappears, especially in remote or hybrid setups. When this happens, employees often overwork and wind up exhausted.

Help employees disconnect:

• Create "no-work" windows: Block off times when employees aren't expected to respond to emails or attend meetings (e.g., after-hours and weekends).
• Encourage regular breaks: Promote breaks during the day and support employees in using their vacation time fully.
• Model boundary-setting: Respect your and others’ time and make it okay to log off (and actually mean it).

Build a culture of support

Toxic work cultures leave employees on edge and unhappy. Creating an environment where employees feel valued, understood, and comfortable protects them and builds resilience.

Foster connection through:

• Encouraging feedback without fear of judgment: Psychological safety encourages employees to be more creative and innovative.
• Celebrating achievements: Regularly recognize employees’ contributions to boost morale and engagement.
• Creating peer support systems: Mentorship or buddy systems for cross-team support help strengthen relationships.
• Develop clear career pathways: Offer meaningful development opportunities to help employees feel valued and engaged.

Lead with integrity 

It starts at the top. When managers take burnout seriously, they influence the work environment, boost morale, and promote employee well-being.

Set the tone:

• Lead by example: Demonstrate healthy work habits, such as taking breaks and setting boundaries.
• Invest in training: Train managers to spot the signs of burnout and respond with empathy.
• Give employees autonomy: Offer guidance and resources when needed. Encourage them to find their purpose within your organization and build a fulfilling career.

Offer employee learning

Many employees don’t know how to cope with burnout or ask for help. They don’t want to be seen as weak or incapable. Learning can change that.

While leaders should do everything they can to avoid burnout, your organization should also give employees the tools to manage burnout themselves. With the right training and learning materials, employees gain tools to manage stress, advocate for their needs, and feel confident again. 

Go1 helps you do exactly that with access to courses on mental health, physical well-being, and emotional wellness.