The days are getting longer, the weather is getting warmer, and with the promise of summer in the air, many of us are thinking about popsicles, beach vacations, and the smell of sunscreen. But while some are dreaming of a fun holiday, others are too burned out to even think that far ahead. Although we can’t eliminate all of the stressors that can lead to employee burnout (if only we could lower the cost of family care!), we’ve got you covered when it comes to workplace burnout.

Workplace burnout is recognized by the World Health Organization as an occupation-related syndrome resulting from chronic workplace stress, characterized by feelings of exhaustion, cynicism, and reduced efficacy. A 2023 study by the American Psychological Association found that 57% of workers exhibited burnout symptoms, and a 2024 SHRM study found that 51% of workers are feeling “used up” or completely burned out at work. 

Burnout can have other negative consequences for the workplace. For example, overworked employees are three times more likely to look for another job and are less motivated at work, more likely to make mistakes, and more prone to anger and lashing out at teammates. What’s more, workers suffering from burnout have an increased risk of developing serious ailments from clinical depression to heart disease.

Sunny summer skies might help take the edge off, but they won’t fix employee burnout. Here are some strategies to avoid and mitigate burnout and maximize employee productivity. 

Assess Employee Engagement 

Workers are engaged at work when they feel a strong sense of belonging at their organization and have employers who listen to their feedback. Most notably, engaged employees are more than twice as likely to be happy and not burned out at work. One of the best tools for assessing engagement is periodic measurement through anonymous surveys, as well as follow-up meetings and focus groups. 

Using a third party helps reassure employees that their input is both confidential and unfiltered, which we highly recommend. (This is actually one of our specialties, and we’d love to help you with your particular organization’s needs!) Note that if you do ask employees for their input, you should be prepared to take action based on the feedback you receive – it can actually have a negative impact if you request feedback but then don’t follow through on what you learn.

Flexible or Seasonal Schedules

In the post-COVID workplace, employer flexibility regarding when, where, and how work is done has become an expectation rather than a perk. One idea appropriate to the season is offering employees “summer hours” options in June, July, and August. For example, organizations can allow employees to work an extra hour Monday through Thursday and end four hours early on Friday. Alternatively, organizations can allow employees to work an extra hour Monday through Friday as well as the following Monday through Thursday, then take the second Friday off entirely. Note that although Friday is the most common day offered, many workplaces allow their employees to choose which day of the week they prefer to take off.

Another option is to allow employees to work some longer days and some shorter days, or to increase their work-from-home days per week. This is a great option to consider year-round that will contribute to work/life balance.

Entire Organization Shutdown

Another way to give employees a break is to offer a “shutdown” once or twice a year. The most common week employers shut down is the week between Christmas and New Years, and many also select the week prior to Labor Day or the week of July Fourth. If your organization finds that most of your offices and cubicles are empty during a certain time of year, it might be more cost effective to have all employees take the time off, from the most senior member of the company to the most recent new hire. It can be a huge de-stresser and benefit to employees to have time off without having to worry about returning to a full inbox. 

We hope these ideas are helpful for employers looking for ways to prevent employee burnout! There are myriad small ways an organization can show its appreciation for workers – and a surprise ice cream party on a hot summer day is always a hit – but it’s the big gestures that really make an impact and help with more serious issues like burnout. If you’re interested in implementing one of these policies at your workplace but aren’t sure where to start, we can help!

What does your organization do to help with burnout? We’re always on the lookout for new ideas!