Discover strategies for combating employee burnout and elevating well-being through this comprehensive guide, enriched with expert insights. Delve into initiatives that range from fostering leadership support to encouraging physical activity, all designed to create a healthier workplace. These proven approaches offer tangible solutions for organizations seeking to prioritize their team’s mental and emotional health.
- Train Leaders to Foster Well-Being
- Model Well-Being as a CEO
- Create a Morale Committee
- Encourage Taking Awe Walks
- Implement Flex Work & Recharge Program
- Introduce Focus Sprint Hours
- Integrate Psychological Flexibility Training
- Optimize Human Systems with Physical Activity
- Emphasize Personal Connections
- Implement Flexible Work Arrangements
- Promote Mental Health and Well-Being
- Celebrate Employees with Surprise Events
Train Leaders to Foster Well-Being
Preventing employee burnout begins with equipping leaders with the skills to foster a culture of well-being. We emphasize training leaders to develop emotional intelligence, active listening, and the ability to recognize early signs of stress. One impactful initiative we’ve implemented is regular one-on-one check-ins focused not just on performance but also on personal well-being. These conversations provide leaders with the opportunity to offer tailored support, address challenges proactively, and celebrate small wins. When leaders prioritize connection and empathy, it creates a workplace environment where employees feel valued, supported, and motivated to thrive.
Allison Dunn
CEO, Head Business & Executive Coach, Deliberate Directions
Model Well-Being as a CEO
One key step is having the CEO explicitly state well-being as a priority and model it in their actions. Many organizations say well-being matters but don’t actually practice it. As a former CEO, corporate executive, and U.S. Air Force officer, I made sure to model well-being behaviors myself, like taking breaks and setting boundaries. This approach helps create a culture where employees feel permission to prioritize their own well-being. I also advise my coaching clients to lead by example to make workplace well-being a reality.
Analiza Quiroz Wolf
Executive Coach, CEO, Women of Color Rise
Create a Morale Committee
Our organization has a morale committee that focuses on multiple dimensions of wellness. These dimensions include: Occupational, Emotional, Physical, Spiritual, Intellectual, and Social. We hold monthly meetings for this morale committee and anyone is welcome to attend, as and if they are able to. This committee has been responsible for launching numerous wellness initiatives at our organization over the years. These initiatives include things like flu clinics, therapy dog sessions, counseling sessions, staff days, holiday parties, yoga classes, etc.
This morale committee has been truly impactful for our organization because there are multiple voices (from different departments and positions) that are providing feedback in relation to what the needs of the employees are and how we can best support them. That inclusivity and diversity of thought have helped us hone in on things that are valued and beneficial to our workforce.
Mayank Singh
Director of Human Resources, Coordinated Family Care
Encourage Taking Awe Walks
Taking healthy breaks during the day is a fantastic way to fight burnout, maintain energy and focus, and increase well-being. Surprisingly, a recent study found that 97% of employees turn to social media for workday breaks—a habit that may feel like a mental escape but often leaves people feeling fatigued.
I encourage taking Awe Walks—5-10 minute outdoor strolls that offer a true mental and physical reset, fostering creativity, energy, and greater well-being. Research consistently highlights the benefits of walking, particularly for reducing stress and boosting creativity.
I also avoid scheduling back-to-back meetings by keeping them to 20 minutes instead of 30. This gives staff a chance to reset and enjoy a cognitive break between sessions.
Lauren Henkin
Founder & CEO, The Humane Space
Implement Flex Work & Recharge Program
I have a passion for building high-performing teams, fostering a positive workplace culture, and aligning HR strategies with organizational goals. With expertise in talent acquisition, employee engagement, and performance management, I strive to create environments where employees feel motivated, valued, and empowered to excel.
One of the most impactful prevention measures that we’ve implemented is our “Flex Work & Recharge” Program. We realized that often, burnout is a result of rigid work structures and constant digital connectivity; hence, the idea behind this program came into our minds: prioritize flexible work arrangements, mandatory mental breaks, and recharge days in order to prevent employee burnout.
The initiative has the following elements:
- Flexible Work Schedules: We have the ability to adjust work hours to the times when one is most productive, thereby enhancing work-life balance.
- Recharge Days: Apart from paid time off, we instituted company-wide “recharge days” in which the whole team takes a day off and comes back to work refreshed without the pressure of an email backlog.
- Mental Wellness Check-ins: We do monthly well-being check-ins with employees where they can discuss their workload concerns, mental health resources, and stress management strategies.
- No-Meeting Fridays: We implemented “No-Meeting Fridays” to avoid meeting fatigue and ensure that employees are able to work on deep work without interruptions.
Since launching this initiative, we have experienced a tremendous rise in employee engagement, productivity, and overall job satisfaction. The employees feel rejuvenated and motivated, which contributes to lower turnover rates and a more cohesive and strong team.
Well-being at work has prevented burnout, but it also helped us create a culture in which employees genuinely feel cared for, because a thriving company begins with thriving employees.
Brayn Wills
HR Manager, ProProfs Training Maker
Introduce Focus Sprint Hours
We take burnout seriously, especially in software development, where long hours and constant problem-solving can be taxing. One of the most impactful initiatives we’ve introduced is dedicated “focus sprint” hours twice a week: no meetings, no Slack pings, just uninterrupted deep work. This helps developers and teams tackle complex tasks without distractions, improving efficiency and mental well-being.
Another key step we take is encouraging real breaks. When someone is on vacation, they’re truly off the grid—no emails, no “quick calls.” Leadership leads by example, which has helped change the culture from “always available” to “work smart, then recharge.”
Burnout prevention isn’t just about policies; it’s about creating a culture where people feel supported. We regularly check in with teams, adjust workloads when needed, and remind everyone that productivity isn’t about hours worked; it’s about sustainable performance.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Integrate Psychological Flexibility Training
In my work advising C-suite executives and organizational leaders, I prioritize the prevention of burnout through a multifaceted, evidence-based approach that centers on psychological flexibility—a concept grounded in contemporary psychological research. Over the past decade, I have partnered with Fortune 500, FTSE 100, and NASDAQ 100 companies to integrate resilience and well-being strategies that not only reduce burnout but also enhance employee engagement, productivity, and long-term organizational performance.
One initiative that has proven particularly impactful is the integration of psychological flexibility training as a core component of leadership development and organizational culture. Research demonstrates that psychological flexibility—the ability to adapt effectively to stress and challenges—can serve as a protective factor against burnout. By providing leaders and teams with the tools to manage emotional and cognitive responses to high-pressure situations, we enable them to maintain focus, adapt to changing circumstances, and foster an environment of sustained well-being.
This initiative is delivered through a hybrid model that combines interactive group workshops with scalable, web-based resources. The workshops incorporate principles from cognitive-behavioral therapy (CBT) and acceptance and commitment therapy (ACT), equipping participants with evidence-backed strategies for reframing stress, enhancing emotional regulation, and cultivating mental agility. Web-based modules provide ongoing support, allowing for continuous learning and individualized application of these techniques.
The impact of this initiative has been noteworthy. Employee feedback indicates a significant increase in psychological resilience and engagement, alongside improved work-life integration. Moreover, leaders who have adopted these practices have reported enhanced capabilities in supporting their teams and driving organizational success in dynamic environments.
James Rose
Executive Leadership & Organizational Psychology Consultant, Cognitive Direction
Optimize Human Systems with Physical Activity
We spend a lot of time optimizing systems to deliver the best performance for the software we build. This year, we are putting the same level of effort into optimizing our human systems, ensuring our people perform at their best-both mentally and physically.
Given the desk-based nature of our work in data product development, integrating physical activity into our routine is essential. One of our most impactful initiatives has been our strength and conditioning workshops with Arnold Oborotov, drawing from practical experience in elite sports. These sessions focus on building resilience, improving posture, and enhancing overall well-being-key factors for long-term performance in a digital environment.
We are a small team, and work can go on indefinitely, so it is important to foster a culture of autonomy and work-life balance. Whether through flexible schedules, wellness resources, or encouraging regular activity, we believe that a high-performing team starts with a healthy team.
By applying physical and mental techniques gleaned from elite sports principles to the workplace, we are not just preventing burnout-we are empowering our employees to operate at peak performance in and outside of work, just like the systems we build.
Oliver Mackereth
MD & Founder, High Digital
Emphasize Personal Connections
Employee burnout is a serious issue, especially in high-stress environments like law firms. As a medical malpractice attorney and firm owner, I understand the pressures our team faces, and I’m committed to fostering a workplace culture that prioritizes well-being and prevents burnout. It’s not just the right thing to do; it’s also good for business. A happy, healthy team is a more productive and effective team.
One initiative that has been particularly impactful for our small, close-knit team of five is our emphasis on spending time together and enjoying each other’s company. We’ve found that simply taking the time to connect on a personal level can make a big difference in reducing stress and building camaraderie.
We regularly have firm lunches, not just to discuss work but to simply enjoy a meal together and chat. These informal gatherings create a relaxed atmosphere where team members can connect on a personal level, share laughs, and build stronger relationships. It’s a simple thing, but it has a significant impact on team morale and overall well-being. It reinforces the sense that we’re not just colleagues; we’re a team, and we care about each other.
This close-knit dynamic creates a supportive environment where everyone feels comfortable sharing challenges and supporting one another through difficult times. It’s a key ingredient in our efforts to prevent burnout and create a positive and thriving workplace.
James Wood
Law Firm Founder and Medical Malpractice Attorney, James Wood Law
Implement Flexible Work Arrangements
We recognize that preventing employee burnout is essential for maintaining productivity and morale. One initiative that has been particularly impactful is implementing flexible work arrangements. We allow employees to adjust their work hours and offer remote work options for roles that don’t require constant office presence. This flexibility helps reduce stress, improve work-life balance, and increase overall job satisfaction.
Employees have reported feeling more engaged and motivated, leading to improved performance and lower turnover rates. By prioritizing mental well-being, we’ve seen a noticeable boost in creativity and teamwork.
Burnout prevention isn’t just about reducing workload—it’s about creating an environment where employees feel valued, supported, and empowered to manage their responsibilities effectively.
Rachna Agarwal
Director, EDS FZE
Promote Mental Health and Well-Being
We take Mental Health + Well-Being seriously, and to help our employees and interns we provide resources and encourage PTO and self-care activities. During orientation we teach several guided meditations and encourage our employees and interns to continue the practice. We share self-care resources on healthy movement at the office, how to save money and time at the grocery store, ways to practice mindfulness, and much more. We have a “bring your pet to work” office policy and encourage time in nature with our walking meetings. And when work becomes extra stressful we celebrate progress with recognition and bonuses. This has really shaped our culture into one that is praised by our employees and interns, and we have heard that other companies look to us for advice.
Beryl Krinsky
Founder & CEO, B.Komplete
Celebrate Employees with Surprise Events
As a teenager, I promised myself that when I owned a company, I’d create a workplace I’d love to be part of—so I did.
It starts with making employees feel seen, valued, and supported, which begins with active listening.
Employees don’t just want pay increases; they crave recognition. Acknowledging their contributions fosters trust and loyalty. Simple changes—adjusting workloads, offering flexibility, and prioritizing well-being—make all the difference. When employees feel safe speaking up and leaders take action, company culture thrives.
To show my appreciation, I arbitrarily deemed it “Employee Day”—surprise celebrations to recognize our team’s hard work. On one such occasion, motorcoaches arrived at 9:45 a.m., and we announced the office was closing at 10. Excitement buzzed as curious employees boarded the coaches, each receiving a custom T-shirt in their size that I designed.
We arrived downtown at a live music venue, where employees walked into a fully staffed theater with a popular rhythm and blues band on stage. As the music played, staff enjoyed food, drinks, and an open bar. I had bought out the venue for the night, allowing employees to unwind and have fun—in their honor.
To ensure everyone’s safety, taxis were pre-arranged to take employees home and back to work the next morning since their cars were still at the office building.
I stayed true to my vision—building a workplace I’d love—and the employees loved it too.
Stephen Monaco
CEO