The role of a manager is vital in supporting business growth and creating a positive workplace culture that drives team morale, productivity, and engagement. With this level of responsibility, it's no surprise that managers are at high risk of burnout. The pressure to meet deadlines, achieve goals and ensure team success can take a significant toll on their mental health.

A study conducted by Forrester Consulting in partnership with Modern Health revealed that 79% of employees would be more likely to stay at a company that provides high-quality resources to care for their mental health. Unsurprisingly, the number is even higher among managers, at 81%.

These statistics paint a clear picture of the importance of mental health support in the workplace, especially for managers who carry an enormous responsibility. 

Read on to learn just how prevalent managerial burnout is and get strategies for better supporting this core group of employees.

The Prevalence of Manager Burnout

Recent research reveals that 35% of managers experience burnout — a higher rate than is found among any other level of employment.

Why is managerial burnout so widespread? New research says constant change is the main culprit. Not to mention, 67% of managers report dealing with demanding workloads on the job, and another 67% are concerned about how major world events impact their team members’ mental health. 

Other job conditions affect burnout, too. According to a Gallup study, managers are 67% more likely to strongly agree they have a lot of interruptions at work, and about a third report that the demands of the job interfere with daily life. Nearly half report multiple competing priorities, and the average manager's workweek is a half-day longer than the average employer's.

‍Our research reveals that little is being done to alleviate managers’ pressure. In 2021, C-level leaders planned to cut support for managers over the following two years, with only 52% helping managers identify signs and symptoms of burnout and stress.

In light of this insufficient support, it’s no wonder managers are 24% more likely to consider quitting their jobs compared to non-managers.

How To Prevent Employee Burnout 

The costs of ignoring managerial burnout are steep. Multiple studies show that burnout leads to poor productivity, decreased work quality, and higher absenteeism. It can also exacerbate physical health conditions. As a result, the health care costs associated with burnout globally are estimated to be as high as $322 billion a year. 

By championing employee well-being, employers can combat burnout and help employees thrive and bring their best selves to work daily. Let’s explore what kind of workplace policies can help employers achieve this goal.

Encourage Employees to Prioritize Their Mental and Physical Health

A significant component of improving employee well-being is empowering employees to prioritize their mental and physical health regardless of their seniority level, company deadlines, and busy work schedules. 

All too often, company culture supports excessive workloads and long hours, with managers generally leading the way by example. That’s why reversing this trend requires consistent encouragement from workplace leaders and executives, as well as a change in organizational policies. 

To start, encourage employees to follow these workplace wellness practices:

• Get seven to nine hours of uninterrupted sleep each night
• Take at least one five-minute break for every hour of work
• Take at least one 30- to 60-minute break during long stretches of work (four or more hours) for a nap, walk, or meal
• Utilize employer-provided ergonomic equipment and healthy snacks

Reduce Chronic Stress

Stressful situations in the workplace can contribute to burnout. According to research, staff shortages, poor communication, long hours, and emotional stress significantly contribute to job stress and burnout. The same study shows that poor financial health adds another level of strain to employees’ well-being.

Consider taking these steps to help reduce chronic stress in the workplace:

• Provide equity-based opportunities for involvement (e.g., decision-making and autonomy)
• Provide opportunities for growth and development (like new project assignments, professional development programs, and clear pathways to promotion)
• Encourage work-life balance with required time off
• Recognize employees for their work with monetary compensation, performance-based bonuses, and recognition events
• Paid mental health days are highly recommended

Provide Resources for Managers and Employees

Sufficient resources are an important part of combatting burnout. When employers provide the right resources, managers are better equipped to prevent burnout among employees and take care of their own well-being.

For example, since partnering with Modern Health, Arrowhead Credit Union has experienced 32% employee engagement with the platform. As a result, burnout is down and the company’s employee NPS score has increased.

Modern Health provides essential resources for both managers and employees, including:

• Content for managers to work on active listening skills and prevent burnout
• Participation in Circles group sessions on topics relevant to well-being and management
• Digital content for employees that include topics foundational to wellness
• Participation in Circles for employees to build a sense of community
• Opportunities for employees to work one on one with a coach or therapist

Provide Mental Health Days

Sometimes called wellness days, mental health days provide a true break from work demands that contribute to burnout and mental and physical concerns. According to a recent survey, 49% of managers and 47% of employees would consider leaving an employer that lacked mental health support.

Use these tips to design a mental health day policy:

• Provide mental health days in addition to established PTO
• Provide mental health days with no questions asked
• Include executive leadership messaging as part of the rollout strategy
• Provide resources to employees with information about your organization’s mental health strategy

Get in-depth strategies for curbing burnout in this comprehensive guidebook for leaders, managers, and team members.

How To Spot the Signs of Burnout

Workplace burnout is caused by chronic job-related stress that has not been successfully managed. There are various ways to measure burnout. Learning how to recognize the signs can help you take steps to address the causes.

Elevated Stress Levels

The Masloch Burnout Inventory (MBI) identifies six categories of job stress that lead to burnout. These include:

1. Lack of control over the job tasks, decisions, and scheduling
2. Excessive workload and long hours
3. Limited rewards and recognition for work completed
4. Lack of community or sense of belonging in the workplace
5. Unfairness in the workplace, including lack of equitable treatment and actions that fail to match company policies
6. An organizational culture that conflicts with company mission statements and the personal values of employees

Lower Work Quality

The World Health Organization (WHO) includes reduced professional efficacy as one of three dimensions that characterize burnout. Lower work quality (like increased errors), low productivity, and limited collaboration with other team members may be signs of burnout.

Irritability

Having to meet job demands without adequate resources can lead to burnout. These conditions can also lead to workplace negativity and irritability when attempting to complete work tasks.

Unreliability

According to multiple studies, burnout is directly linked to impaired job performance, including less commitment to the organization, increased absences, and increased presenteeism.

Negativity

The WHO also includes mental distance from one's job or feelings of negativism or cynicism as signs. Employees suffering from burnout may have negative opinions about new assignments or work hours.

Exhaustion

Feelings of energy depletion or exhaustion is another one of the three dimensions of burnout. Coworkers or managers may recognize this as low energy or minimal participation.

In this on-demand video session from Elevate 2024, Dr. Jody Adewale discusses signs of burnout and stress and offers coping strategies to curb symptoms.

How to Address Manager Burnout

While the requirements of a manager’s position present more of the burdens that cause burnout, managerial positions have certain perks that help combat burnout. For example, research from Gallup shows managers are 31% more likely than other employees to feel that their opinions count, receive over 30% more feedback and help from coworkers, and have more control over their work. 

Many managers are proud of their roles and eager to succeed — and help fellow employees do the same. As a result, taking the steps below to address manager burnout can help employers avoid its consequences.

Address Burnout Head On

Burnout occurs across all occupations, and no job holders are free of risk. Address the causes of burnout on a company-wide scale to reduce stressors and improve conditions for both managers and employees. Educate leaders about the six areas of work life and empower them to make modifications when employee feedback reveals imbalances.

Have Open and Honest Conversations

HR and executive professionals should provide personal attention to managers, including periodically checking in on manager stress levels. Encourage managers to conduct these practices with employees as well. Offer training and opportunities to practice mindfulness, resilience skills, and stress management to encourage workplace conversations surrounding mental health that reduce stigma around seeking care.

Stress the Importance of Employee Well-Being With Words and Actions

To encourage healthy mental and physical habits, it's important to talk about them and take action to help employees feel comfortable using provided resources. Here’s what you can do:

• Periodically check in with employees of all levels to get an idea of their feelings
• Encourage workplace conversations about mental health and ideas for improvement
• Encourage employees to take steps to improve mental well-being and use your own actions as an example
• Discourage an always-on mentality and don't model always-on behavior
• Respect employees’ challenges — including exhaustion, cynicism, and feelings of inefficacy — by providing effective, long-term solutions

In this short handout, Ainhoa Campo — a licensed clinical psychologist and Modern Health coach — shares practical strategies for building resilience and coping in crisis. It’s a helpful resource you can share with both managers and team members.

Be Proactive

Get ahead of burnout with proactive steps that help alleviate work stress before it escalates, such as:

• Providing easy low- or no-cost access to trained mental health professionals and coaches to engage struggling employees
• Developing effective job resources, including training, pathways for development, and tools ranging from information to technology
• Adopting policies that allow employees time and opportunities to support each other

Look for Ways to Reduce Workload

Reduce workplace tasks for managers by delegating appropriate tasks to a virtual assistant. Encourage time for restorative rest, including paid vacation and mental health days.

Make Your Organization a Place Where Both Managers and Employees Can Thrive

Managers are not immune to burnout and often face similar stressors as employees. Furthermore, managers are facing increased burdens and a responsibility to improve the engagement of their team members. 

By providing managers with essential support and resources, you can help them avoid burnout and allow them to better support team members. Schedule a demo to learn more about how Modern Health can help you prevent manager burnout.