Companies prioritizing employee mental, physical health to combat burnout
Writer: Chérie Lynn Canada
June 2024 — Workplace burnout is a pervasive issue that affects a significant portion of the workforce, leading to diminished productivity, increased absenteeism, and high turnover rates. According to a Gallup poll, disengaged employees may be costing the economy a staggering $1.9 trillion in lost productivity annually. With half of employees reporting burnout in the past year, according to data from The 2024 NAMI Workplace Mental Health Poll, the challenge for employers is clear: find effective strategies to combat burnout and, in doing so, attract and retain top talent.
“The well-being of our team is a priority, which has caused us to explore and compromise, allowing people to work from home at times when they need to,” said Janel Dressen, CEO of Anthony Ostlund Louwagie Dressen & Boylan in an interview with Invest:. “While generally it is expected that our team is in-person, at the office, Monday through Thursday, we have a much greater understanding that it is not a black-and-white rule that applies in all circumstances. Our willingness to consider alternative arrangements, as long as our clients receive the same level of service they have become accustomed to and should expect from Anthony Ostlund, helps set us apart.”
While flexible working hours, remote work options, and mental health days are valuable, a unique approach can be pivotal to addressing this escalating issue. Employers are exploring innovative and less conventional strategies to alleviate burnout and foster a healthier, more engaged workforce. For Minnesota, 23 companies in the state made the cut for Newsweek’s inaugural ranking of America’s Greatest Workplaces for Mental Wellbeing 2024.
Essentia Health, included on that list, boasts a new replacement facility for St. Mary’s Medical Center in Duluth. According to Essentia CEO David Herman, the new building is considered a healing facility for both patients and professionals. Every area is connected to the outdoors in some way, promoting wellness for all who spend their time there.
Another key factor in preventing employee burnout is aligning job roles with employees’ personal values and passions, which can profoundly impact their engagement and satisfaction. Employees who find purpose in their work are less likely to experience burnout. Employers can facilitate this by offering opportunities for employees to work on projects that resonate with their personal interests or by involving them in corporate social responsibility (CSR) initiatives. According to the U.S. Department of Health and Human Services, meaning in the workplace refers to the sense of broader purpose and significance that employees find in their work.
While employers looking for ways to support the mental health of their workforce is not new, its implementation can be significantly improved. Beyond offering standard Employee Assistance Programs (EAPs), employers can introduce comprehensive mental health initiatives that include regular wellness check-ins, mindfulness training, and access to professional counseling. The 2024 NAMI Workplace Mental Health Poll highlights that employees need more accessible and ongoing mental health support to combat the stress and sense of being overwhelmed that lead to burnout.
Jill Renslow, chief business development and marketing officer at Mall of America, shared in a recent conversation with Invest:, how the mall prioritizes open lines of communication to ensure its team members feel supported and heard.
A culture where open communication is encouraged and valued helps to address issues before they escalate into burnout. Office environments that provide regular feedback mechanisms and employees feel safe to express their concerns and suggestions will be key. Training is also needed for managers to recognize signs of burnout and engage in proactive conversations with their team members.
According to the WorkForce Burnout Guide by the American Heart Association, “At a day-to-day level, employers should strive to establish open lines of communication with their employees around role and skill alignment so that employees are properly trained and supported.”
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