From Burnout to Balance: Rebuilding Mental Health Support in the Workplace

Employee burnout is at an all-time high. According to a Gallup study, 76 percent of employees experience burnout at least sometimes, and one in four report feeling burned out very often or always. Burnout affects productivity, engagement, and ultimately retention. Organizations that fail to address mental health risk losing top talent and diminishing team performance. Rebuilding mental health support in the workplace isn’t just good for employees—it’s essential for long-term success.

Normalize the Conversation Around Mental Health 

For employees to feel comfortable accessing support, the workplace must be a psychologically safe space. Leaders should openly acknowledge the importance of mental health and model healthy behaviors, such as taking time off and setting boundaries. Creating channels for honest communication reduces stigma and makes it easier for employees to seek help when needed.

Redesign Workloads and Reassess Expectations 

Excessive workloads and unrealistic expectations are among the top causes of burnout. Conduct periodic assessments of job demands and workloads across teams. Ensure deadlines are reasonable and employees have the resources they need to succeed. Encourage breaks, discourage after-hours emails, and train managers to recognize early signs of burnout.

Offer Meaningful Mental Health Resources 

Providing access to an Employee Assistance Program (EAP) is a good start, but it should not be the only offering. Supplement EAPs with access to therapy, mental health days, mindfulness tools, and manager training. Consider partnering with mental health platforms that offer virtual support, and ensure employees know how to access these benefits.

Promote Connection and Autonomy 

Social isolation and micromanagement can intensify feelings of stress. Encourage managers to schedule regular check-ins focused not just on performance but also well-being. Give employees more autonomy over how they structure their work. Trusting employees to manage their time helps reduce stress and increases motivation.

Continuously Evaluate and Adapt Your Strategy

Employee needs are evolving. What worked in 2020 may not resonate now. Collect regular feedback through anonymous surveys, focus groups, or informal check-ins to understand what support systems are valued and where there are gaps. Use this input to refine your approach and keep mental health initiatives relevant and effective.

Supporting mental health at work is not a one-time initiative. It requires ongoing attention, investment, and a willingness to adapt. Organizations that commit to rebuilding mental health support will not only improve employee well-being but also enhance resilience, creativity, and retention across their teams.