From Overwork to Overcome: HR Best Practices to Address Employee Burnout (Prt 1)

Recently, I attended a social gathering and networking event where I met a woman named Emma. I thoroughly enjoyed sitting with her and listening to her reasons for wanting to resign from her current job.

Emma, a talented project manager at a bustling tech firm, used to thrive on her work. But lately, her enthusiasm has faded. She’s working late into the night, missing family dinners, and feeling constantly exhausted. Her productivity dips, and her once-bright ideas now feel like distant memories. Emma’s story isn’t unique - it’s a growing reality in workplaces everywhere.

Burnout isn’t just feeling stressed; it’s a state of emotional, physical, and mental exhaustion caused by prolonged and excessive stress. According to the World Health Organization, burnout has become a global occupational phenomenon, with over 50% of employees reporting burnout symptoms (WHO, 2019).

In Canada, recent surveys reveal that nearly 60% of workers have experienced burnout, leading to increased absenteeism, turnover, and healthcare costs. The cost to organizations isn’t just productivity - it’s human lives, well-being, and the very fabric of workplace culture.

Research shows that burned-out employees are:

• 60% more likely to take sick days
• 23% more likely to consider leaving their jobs

For HR professionals, this isn’t just a statistic - it’s a call to action. Because behind every data point is a human story like Emma’s.

At its core, combating burnout requires a shift from reactive fixes to proactive, human-centric strategies. It’s about creating a culture where employees feel valued, supported, and empowered to set boundaries.

Think of your organization as a garden. You can’t just water the plants when they wilt- you need to nurture the soil, ensure proper sunlight, and remove weeds before they choke growth. Similarly, HR leaders must cultivate an environment that promotes well-being before burnout takes root.

Let me share a story from a local organization. After noticing rising burnout signs, HR implemented a "Wellness Wednesdays" program-midweek check-ins, mental health days, and team-building activities. They also trained managers to have empathetic conversations. Within six months, employee engagement scores improved by 20%, and reports of burnout decreased significantly.

Emma’s organization didn’t just treat burnout symptoms - they addressed the root causes, creating a resilient, human-centred culture that empowered employees to thrive.

Final Thought: From Overwork to Overcome

Addressing burnout isn’t a one-time fix; it’s a continuous journey. As HR professionals, you hold the key to transforming workplaces into spaces of growth, support, and resilience.

Remember Emma. And many others like her. Your proactive efforts can turn stories of despair into stories of empowerment.

Let’s lead the change-because when employees thrive, organizations flourish.

Stay connected for part two of this article.