How to prevent burnout in leadership

Burnout among leaders is an increasingly pressing issue today. While work-related stress is on the rise in general, leadership burnout is something rarely discussed or considered. Nearly 60% of leaders feel ‘used up’ and exhausted at the end of a workday, but so few actually prioritise their own wellbeing. 

HR professionals are often the first line of defense in identifying and mitigating burnout among leaders. Burnout doesn’t just affect individual leaders; it can have cascading impacts on team morale, productivity and overall organisational health.  

Discussing the issue of overwhelm in leaders is the first step to creating a better, more healthy employee experience for everyone at your organisation. Below are six tips on how to prevent burnout, from creating a culture of wellbeing to developing leadership support networks.

1. Promote a culture of wellbeing

A proactive approach to leadership wellbeing starts with building a supportive culture. Leaders should feel comfortable discussing their challenges without fear of judgment.  

Here are some steps HR can take: 

•  Encourage open communication: Create an environment where leaders can share their struggles. Regular check-ins and open-door policies can make a significant difference. 
• Provide wellbeing resources: If you are able, ensure that leaders have access to mental health resources, such as counseling services, stress management workshops and wellbeing programmes. 

Top tip – Incorporate employee wellbeing surveys   

Implementing wellbeing surveys can be an effective way to monitor the mental health of your leaders. These surveys help identify stressors and provide a platform for leaders to express their concerns anonymously. By regularly conducting wellbeing surveys, HR can gather valuable data to tailor support initiatives and address issues before they escalate.

2. Encourage healthy work-life balance

Leaders often struggle with work-life balance, feeling the pressure to be constantly available. HR can support leaders in achieving a healthier balance by: 

• Promoting flexible work arrangements: Flexibility looks different in every organisation. Surveys and discussions will reveal what forms of flexibility would work best for your workforce, but remember that each individual is different. Allowing them to do work in a way that suits them will most likely remove a great deal of stress and pressure, while boosting productivity, morale and general satisfaction. Flexible options might include remote work, hybrid working and flexible hours. 

• Setting realistic expectations: Ensure that leaders are not overburdened with unrealistic goals and deadlines. Regularly review workloads and redistribute tasks if necessary. The setting of goals in advance will help everyone keep things in perspective and stop leaders from trying to achieve the unachievable. 

 Read more: Redefining work-life balance

3. Implement 360 feedback tools

360 feedback is an invaluable tool for monitoring leadership behaviour and identifying potential burnout signs. A 360 feedback tool  gathers insights from peers, their teams and supervisors, providing a holistic view of a leader’s performance and wellbeing. 360 feedback can indicate whether a leader is struggling and highlight where they might need support.  

4. Develop leadership support networks

Building a strong support network within the organisation can significantly reduce the risk of burnout. HR can facilitate this by: 

• Creating mentorship programmes: Pairing less experienced leaders with seasoned mentors can provide guidance, support and a sounding board for stress and challenges. Never underestimate the powerful benefits of workplace relationships and bonds to overall stress reduction. 

• Encouraging peer support groups: Foster a sense of community among leaders through regular meetings or informal gatherings where they can share experiences and coping strategies.

5. Invest in leadership development

Continuous professional development can help leaders manage their roles more effectively and reduce stress levels overall. If you’re wondering how to prevent burnout, it’s a good idea to: 

• Offer training programmes: Provide access to leadership development courses focusing on time management, stress reduction and emotional intelligence. 

• Encourage personal growth: Support leaders in pursuing interests and activities outside of work that contribute to their overall wellbeing. You could even offer perks such as days off to dedicate to volunteering for your favourite cause. 

6. Regularly assess and adjust workloads

One of the biggest causes of burnout is an overwhelming workload. According to our own data, only 62% of all employees across sectors feel they can comfortably cope with their workload – clearly, there’s a lot more we can do to support employees of all levels. 

HR should regularly review and adjust workloads to ensure they are manageable. This can be achieved by: 

• Conducting workload assessments: Periodically review the distribution of tasks among leaders to identify any imbalances. 

• Implementing delegation strategies: Encourage leaders to delegate tasks where appropriate, empowering their teams and reducing their own workload. 

Knowing how to prevent burnout requires a comprehensive and proactive approach, guided by data. At People Insight, we offer tools like wellbeing surveys and 360 feedback to help you monitor and support your leaders effectively. We’re also fuelled by employee experience experts who can help you analyse your data and pick out action points to help you drive meaningful change. By leveraging these tools, you can ensure your leaders remain engaged, healthy and productive, ultimately driving the success of your organisation. 

If you’re looking to give your leaders the support they need, an employee survey will help you on the way. Get in touch today for a demo – we’ll show you how our platform works and how we can help revolutionise your organisation.