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.
Burnout isn’t just feeling tired after a long day. According to the World Health Organization, burnout is a
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.
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.
Managers are often the first line of defense in spotting burnout.
Some red flags include:
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.
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.
Encourage time boundaries and discourage a “badge of busyness” culture. Review team workloads regularly and redistribute if needed. Overfunctioning leads to burnout, not brilliance.
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.
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.
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.
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
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