Burnout Is Alive And Well: How Can Organizations Continue To Prioritize Employee Wellness

Exploring trends in employee benefits, wellness programs, and the future of workplace well-being

Burnout is no longer a fleeting concern; it has become a persistent challenge across industries. In fact, according to a 2023 Gallup survey, ”about three in four employees in the U.S. experience workplace burnout at least sometimes and about one in four experience burnout either ‘very often’ or ‘always.’” The modern workplace demands productivity, but it often comes at the expense of employee well-being. For organizations, this results in high rates of work detachment and employee “intent to leave.” As burnout rates remain alarmingly high, organizations must reassess their strategies for supporting their workforce. Prioritizing wellness is no longer a perk — it’s a necessity.

Understanding Burnout in Today’s Workplace

Burnout manifests as physical, emotional, and mental exhaustion caused by prolonged stress. It doesn’t discriminate based on profession or position. According to the American Psychological Association's 2023 Work in America Survey, 77 percent of workers reported experiencing work-related stress in the past month, with 57 percent indicating negative impacts such as emotional exhaustion and decreased motivation. 

Hybrid and remote work models have added complexity. While these setups provide flexibility, they often blur boundaries between professional and personal lives. Employees find it harder to disconnect, leading to an “always-on” culture that accelerates burnout.

The Evolution of Employee Benefits

To combat burnout, companies are moving beyond traditional benefits like health insurance and paid time off, recognizing the need for more comprehensive support. Many organizations now include mental health resources, such as access to therapy, meditation apps, and designated mental health days, to address the growing need for emotional and psychological well-being. By offering these resources, employers help to normalize conversations around mental health and reduce associated stigma.

Flexibility has also become a cornerstone of modern benefits packages, with compressed workweeks, remote work options, and improved parental leave policies standing out as competitive differentiators. Addressing financial stress is another critical area, with some employers offering workshops on budgeting, student loan repayment programs, and enhanced retirement contributions. This multifaceted approach ensures employees feel supported in their personal and professional lives.

The Future of Wellness: Shifting Trends

Looking ahead, the future of employee wellness is rooted in personalization and inclusivity. Employers are increasingly leveraging data-driven tools to craft wellness programs that meet individual needs. Digital platforms and wearable devices, for example, allow employees to monitor their health in real time, tracking factors such as physical activity, sleep patterns, and stress levels. These tailored solutions help employees engage more meaningfully with their wellness journeys.

Organizations are also adopting holistic approaches that expand beyond physical health to include mental, emotional, and financial well-being. Community-building initiatives, such as mentorship programs, team activities, and diversity efforts, are gaining traction as a way to foster connection and belonging. These strategies counter feelings of isolation and strengthen the overall sense of workplace support, making wellness programs both comprehensive and impactful.

The Responsibility of Organizational Leadership

It can be tempting to check the box and place the sole accountability for employee wellness on individual team members. However, wellness is driven more often by organizational variables than individual ones. While the offerings above are important support structures, leadership must also improve culture and organizational practices if they want to truly support health and well-being.  

Revisiting roles and expectations is a critical first step. Rapid change and organizational disruption have left employees with unmanageable workloads and unclear expectations. Employees are assuming more tasks without adequate prioritization and level setting. Additionally, systems for performance management and employee recognition have left people feeling that they are making an increased contribution, which takes a personal toll. And to top it off, no one is even recognizing their perceived sacrifice. 

It is known that burnout (and fear) increases when we have little control over decisions that impact us. Due to factors of ambiguity and complexity, organizations are moving quickly and often not proactively involving employees in the changes that affect them most. When leaders fail to lead change and transition effectively, employees suffer. 

Finally, never underestimate the need for belonging. Organizational environments that lack psychological safety require employees to expend more energy being cautious of what they say or how they behave. When employees feel excluded from work activities, communication, special meetings, or water cooler chats, they are not able to be as productive or psychologically healthy. 

Proactive Strategies to Address Burnout

Organizations must adopt proactive strategies to create a workplace that prioritizes well-being. Here are the key steps:
 

• Normalize conversations about wellness: Leaders should encourage open dialogue about mental health and stress management, fostering a culture of support and understanding.

 

• Provide manager training: Managers play a critical role in identifying and addressing burnout. Training them to recognize signs of stress and support team members is essential.

 

• Reassess workloads and expectations: Employers must evaluate whether workload expectations are realistic and align with the resources available. Recognize efforts and outcomes before you move on to the next thing.

 

• Invest in preventative programs: Programs focused on resilience, mindfulness, and time management help employees build the skills needed to navigate stress effectively.

 

• Involve people in the decisions that impact them: The more we can give team members a voice, the less they will react with stress and fear. 

A Commitment to Well-Being

Prioritizing employee wellness is not a temporary initiative — it’s a long-term commitment that benefits everyone and a cultural fabric that must be created and nurtured. Organizations that invest in their workforce’s well-being see improved productivity, engagement, and retention. By addressing burnout with innovative strategies, companies can create an environment where employees thrive rather than merely survive.

In the future of work, wellness isn’t a checkbox — it’s the foundation of sustainable success. The organizations that lead this charge will not only combat burnout but also inspire loyalty and foster a thriving workforce.

Laurie Cure, Ph.D., a leading voice in executive coaching, serves as the Founder & CEO of Innovative Connections. With a focus on consulting in strategic planning, organizational development, talent management, and leadership, Dr. Cure’s expertise in change management and culture evolution empowers her clients to achieve organizational success by enabling them to discover and release their human potential.