4 Effective Leadership Strategies to Shield Your Team from Burnout

As we approach the end of the year, everyone is scrambling to meet last-minute benchmarks and prepare for the next quarter. Hours get longer, projects grow heftier, and gradually, people may start to feel the beginnings of burnout—a state of chronic stress that negatively impacts every aspect of their work experience.

When burnout hits, it hits hard, weighing heavily on employees and organizations alike. A disengaged employee exhibits various symptoms that impact the workplace, from cynicism to decreased productivity. In some instances, they even leave their employer altogether. It can then cost companies thousands of dollars to secure new hires and improve retention rates while continuing to meet workplace expectations, adding additional stress to remaining employees—and the cycle continues.  

If you’re a leader, you may feel pressure to maintain consistent morale, and your concerns are definitely warranted, considering that managers can determine 70% of employee engagement.

How can you prevent employee burnout and foster a strong company culture? What preventive practices can you adopt so, before burnout runs rampant, you and your workers have a healthier, more resilient foundation to work with? 

Here are a few key leadership strategies to get you started. 

1. Put on your own oxygen mask before helping others.

With more than half of managers reportedly feeling burned out, it’s clear that leaders, much like their employees, don’t always have access to resources that can help them thrive. You can’t pour from an empty cup—and to help your team members through their struggles, you must first prioritize your own burnout recovery. 

You can start small. Take advantage of your unused PTOs, ask your higher-ups to help close your learning gaps, or redefine your career goals. Then, make your way up by prioritizing stricter work-life balance, asking for more one-on-ones, and advocating for higher work flexibility. Whatever decisions you make will set the tone for the rest of your company and, if done consistently, shift your company culture for the better. 

2. Invest in your employees as people—not cogs in a machine. 

Let’s say an employee outgrew their current role, only to be ignored and refused a promotion. Or, they presented a concern to a trusted leader but had their experience completely invalidated. When someone feels unappreciated and unseen, it becomes easier for them to lose interest in their role and purpose. After all, no one wants to contribute to a company that makes them feel invisible. 

With this in mind, lead with empathy. Get to know your employees outside of their designated roles. What are their personal values and strengths, and how can they strengthen your workplace? Are there any recent accomplishments that deserve widespread recognition? Give people credit where it’s due, and tell them that you see their efforts.  

3. Advocate for meaningful change. 

If more than one person suffers from work burnout, it usually indicates that a particular process isn’t working. As a leader, you have the responsibility to bring more eyes to a prevalent issue and execute a tangible solution. 

Change brings a fresh perspective and allows you to create an environment where employees feel less pressured to adhere to a rigid culture. It can be as simple as ensuring bearable workloads, encouraging flexible work, or providing more mental health and wellness resources. By being a voice for your employees’ needs, you can create a healthier work environment and help build emotional resilience. 

4. Foster a stronger sense of belonging.

We spend about one-third of our lives working. That’s a lot of time spent with coworkers. If someone feels excluded in an environment where they must be in several hours a day, they can quickly become detached from their work. 

On the flip side, fostering a community where everyone feels accepted can be transformative. Engaged employees demonstrate a 56% boost in job performance, which can lead to higher job satisfaction and an overall positive effect on the entire company. 

Pushing meaningful DEI initiatives, actively and publicly supporting underrepresented groups, and engaging in open dialogue are just a few tangible ways leaders can show that they’re walking the walk. It allows people to truly come as they are—because they’ll know that you have their back and are willing to listen when they feel otherwise. 

Find your leadership community through CCWomen.

Looking to connect with others who are passionate about improving the employee experience? Meet CCWomen, a professional platform made by women, for women and allies.

Our mission is to elevate and celebrate women in all stages of their careers while fostering diverse, inclusive spaces where everyone can share their stories. Being a leader navigating employee burnout can be overwhelming—but you don’t have to do it alone. 

Become a CCWomen member to tap into our network!