Beyond the Breaking Point: How Leaders Can Spot and Stop Burnout Early

May is Mental Health Awareness Month, a time to renew our commitment to fostering mentally healthy workplaces and communities. In today’s fast-paced world, burnout is becoming increasingly common, not just in high-pressure industries but across the board. Yet burnout is not an inevitable part of success; it’s a signal that something needs attention. For leaders and managers, the good news is that we can intervene before burnout takes hold.

What Is Burnout, Really?

Burnout isn’t just feeling tired after a long day. According to the World Health Organization, burnout is a syndrome resulting from chronic workplace stress that has not been successfully managed. It’s characterized by:

• Emotional exhaustion

• Increased mental distance from one’s job

• Reduced professional efficacy

It’s not a personal weakness; it’s a workplace issue. That means employers have an opportunity and responsibility to address it early.

The Cost of Ignoring Burnout

Burnout affects employee retention, engagement, and performance. A Gallup study found that burned-out employees are 63% more likely to take a sick day and 2.6 times as likely to actively seek a different job. The impact isn’t just on individuals, it affects teams, company culture, and the bottom line.

Spot the Early Signs: What Managers Should Look For

Managers are often the first line of defense in spotting burnout.

Some red flags include:

• A noticeable drop in enthusiasm or engagement
• Increased absenteeism or frequent lateness
• Mood swings, irritability, or withdrawal
• Declining work quality or productivity
• Team members saying they’re “fine” but showing signs of stress

Don’t wait for an employee to say, “I’m burned out.” Proactive leadership requires paying attention to behavior shifts and initiating supportive conversations early.

5 Preventative Strategies for Burnout-Proof Teams

Normalize Mental Health Conversations

Make mental wellness part of the everyday conversation, not just a once-a-year seminar. Opening meetings with a quick check-in or sharing a mental health resource sets a supportive tone.

Balance Workloads with Realistic Expectations

Encourage time boundaries and discourage a “badge of busyness” culture. Review team workloads regularly and redistribute if needed. Overfunctioning leads to burnout, not brilliance.

Recognize Contributions Loudly & Often

People need to feel seen. Recognition doesn’t always need to be monetary; shoutouts in team meetings, thank-you notes, or flexible time off can go a long way in boosting morale.

Model Healthy Boundaries

If you’re emailing at 10 p.m., your team thinks they should, too. Leaders set the tone. Encourage time off, limit after-hours communication, and protect your own mental space.

Invest in Mental Health Resources

Whether it’s access to coaching, mental health first aid training, or external support services, make sure your employees know what resources are available and how to use them.

A Culture of Empathy is a Culture of Productivity

Preventing burnout isn’t just about reducing workload, it’s about increasing psychological safety. When people feel supported, they are more likely to stay, grow, and thrive. Mental health is business health. As we honor Mental Health Awareness Month, let’s commit to building workplaces where burnout is the exception, not the norm. Let’s lead with empathy, act early, and protect the most essential resources we have, our people.

About the Author

Marlo G. Young, M.S.  | Founder, New Mindset Consulting LLC

Marlo G. Young is a passionate Mental Health Coach and Community Outreach Navigator with the Alabama Community College System. She is the founder of New Mindset Consulting LLC, an organization committed to bridging the gap between mental health awareness and action through education, coaching, and innovative tools. With a background in psychology and years of experience in mental health advocacy, Marlo empowers individuals, educators, and organizations to create mentally healthy environments where people can thrive. She specializes in practical strategies that foster emotional resilience, prevent burnout, and support holistic well-being, especially in underserved and professional communities. Marlo is a trusted voice in mental health advocacy and education.

Learn more at: www.newmindsetllc.com

References

1. World Health Organization. (2019). Burn-out an "occupational phenomenon": International Classification of Diseases. Retrieved from: https://www.who.int/mental_health/evidence/burn-out/en/
2. Gallup. (2020). Employee Burnout: Causes and Cures. Retrieved from: https://www.gallup.com/workplace/237059/employee-burnout-part-main-causes.aspx
3. American Psychological Association. (2023). Stress in America™: The State of Our Nation. Retrieved from: https://www.apa.org/news/press/releases/stress
4. Harvard Business Review. (2021). How to Prevent Burnout If You’re the Boss. Retrieved from: https://hbr.org/2021/04/how-to-prevent-burnout-if-youre-the-boss
5. National Institute for Occupational Safety and Health (NIOSH). (2022). Workplace Stress. Retrieved from: https://www.cdc.gov/niosh/topics/stress/