You Have It All Wrong: 4 Ways Employers Can Successfully Influence Well-Being

by Sep 25, 2024

Did you know that the World Health Organization (WHO) classified burnout as an occupational phenomenon? In other words, while leaders and HR tend to classify burnout as a personal failing, as evidenced in the way they tackle it with offerings of gym memberships and extended PTO, WHO says it’s a result of chronic workplace stress that hasn’t been successfully managed.

WHO begs the question, who is supposed to manage chronic workplace stress? The person working in an organization that overworks, underpays, provides ambiguous expectations, doesn’t train managers to delegate or coach, allows toxic behaviors, and doesn’t reward people? Or the organization guilty of these transgressions? 

Really, why are organizations placing the responsibility for tackling burnout on their employees when the work environment is the cause?

And, burnout is costing businesses billions. A 2023 Gallup report reveals that 76% of employees experience burnout at least occasionally, with 28% feeling burned out “very often” or “always.” 

 

The Role of the Employer

Well-being programs must be more than a box-ticking exercise. Gym memberships and stress management workshops alone won’t solve the problem. True change requires addressing systemic issues such as overwhelming workloads, lack of control, poor leadership, and insufficient resources—not just asking employees to manage their stress better. 

 

How to Start Creating Systemic Changes

 

Redefine Workloads

McKinsey Health Institute’s fantastic article on this subject points out that employees cite the feeling of always being on call, unfair treatment, unreasonable workloads, low autonomy and lack of social support as the main underminers of their mental health and well-being. 

Employees are putting in extra hours, but still feeling like they’re falling behind, and no amount of wellness programming will fix that. So start by evaluating your job descriptions. Do they reflect the full scope of your employee’s current responsibilities? If not, think about redistributing workloads or bringing on new employees to help. 

Yes, new employees cost money, but so does burnout in the form of absenteeism, presenteeism, workers compensation due to stress, increased health insurance, and more.

It’s okay for employees to sometimes get in a position of overwork – sometimes it can’t be helped. But if employees are in that position for extended periods of time, they burn out. They need to feel okay when they turn work off to disconnect and recharge. 

 

Re-Evaluate Who’s Defined as An Organizational Champion

Who gets rewarded and acknowledged in your workplace? Are they the leaders who berate their teams? The people who work 70 hours a week? Or is it the people who handle their workload in a reasonable amount of hours and remain respectful? 

If it’s the former, you’re signaling to your workforce that overwork and poor behavior is the key to success. Try rewarding people who remain calm, and who don’t work 70 hours per week. For some generations and for some overachievers, that much work is a feather in their cap. Great for them if that’s their choice, but don’t celebrate them, promote them, or reward them just for doing it. 

 

Empower Managers

Managers are on the front lines of preventing burnout, but they need proper training and support. It’s not enough to just tell employees to speak up—leaders must create an environment where employees feel safe discussing their mental health and be able to identify the warning signs of burnout. 

Some training programs you can provide them are building a psychologically safe workplace, giving and receiving feedback, setting clear expectations, and holding effective 1:1 conversations. We specialize in equipping leaders with these essential skills to help them navigate workplace issues effectively and foster a supportive environment.

 

Foster a Culture of Feedback

Lack of communication is a major driver of burnout. When employees feel unheard and unsupported, small issues can turn into major stressors. To prevent this, create a culture of continuous feedback where employees can share their concerns openly and management actively listens and acts on that feedback. 

Implementing regular workforce surveys can provide valuable insights into employee experiences and help identify areas for improvement. Our specialized surveys are designed to gather actionable data, enabling you to address issues proactively.

 

How We Help Organizations Tackle Burnout at the Core

Our approach focuses on partnering with HR to shift the responsibility back where it belongs—on the organization. We work together to develop systems that address the structural causes of burnout. This includes creating clear expectations, promoting work-life balance, improving leadership skills, and building a supportive environment where employees feel valued and heard. Check out some of our case studies to see how we’ve made a difference.

Let’s work together to build a culture that doesn’t just apply a band-aid but tackles burnout at its source. 

Incivility, bullying, and harassment occur because the culture allows them to. Before starting inclusivity initiatives, you’ve got to stop bad behavior. Take this assessment to determine if your workplace fosters a positive culture.

 

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP, is the founder/CEO of Civility Partners, an organizational development firm focused on helping organizations create respectful workplace cultures and specializing in turning around toxic cultures. Civility Partners’ clients range from Fortune 500’s to small businesses across many industries. Catherine is a TEDx speaker and an HR thought-leader who has appeared in such venues as USA Today, Bloomberg, CNN, NPR, and many other national news outlets as an expert. She’s an award-winning speaker, author and blogger, and has 50+ courses reaching global audiences on LinkedIn Learning. Catherine’s award-winning book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, was hailed by international leadership-guru, Ken Blanchard, as, “the most comprehensive and valuable handbook on the topic.” Her latest book is Navigating Toxic Work Environments For Dummies (Wiley).

3 Cultural Faux Pas You Might Not Realize You’re Making

Cultural missteps happen to everyone, even the most seasoned leaders and global brands.  Recently, American Eagle launched a campaign featuring actress Sydney Sweeney with the tagline “Sydney Sweeney Has Great Genes.” The pun on “jeans” was meant to be playful, but it...

HR, Are You Part of the Incivility Problem?

You already know what it feels like to be on the receiving end of workplace “drama.” Complaints about rudeness, tension between team members, and employees quietly disengaging are all part of the daily grind. You know it’s expensive. You know it’s draining for you to...

4 Strategies to Infiltrate Civility Into Your Global Organization

At its core, civility is the foundation of a thriving culture. It shapes how people communicate, lead, resolve tension, and show up, especially when challenges arise. Civility doesn’t look the same everywhere, however. What feels respectful in one culture might come...

Is It Okay To Bully AI?

According to a Pew Research Center study, 79% of Americans interact with artificial intelligence (AI) almost constantly or several times a day. Gartner predicts that by 2026, 80% of enterprises will be using generative AI in some form. That means we’re not just...

What Exactly is Civility vs. Incivility?

August is National Civility Month! Civility has recently climbed to the top of search trends, and with SHRM’s #CivilityAtWork initiative, the conversation is gaining real traction. But here’s the question: do you truly understand what civility means in the workplace?...

Is your workforce survey measuring the right things?

Many HR leaders rely on employee surveys to gauge the health of the workplace culture, but not all surveys are created equal. Whether you're using an engagement survey, a Great Place to Work® survey, or another tool, the question is: Are you gathering the right data?...

Conscious Unbossing: Why Gen Z Is Saying “No Thanks” to Leadership Roles

According to DDI’s Global Leadership Forecast 2025, 80% of HR professionals lack confidence in their leadership pipelines. CEOs are just as concerned, ranking “developing the next generation of leaders” among their top four worries. Gen Z is shaking things up. They’re...

The Workplace Culture Model Every Leader Needs to Know

We all want a workplace where people feel seen, heard, and valued. But building that kind of culture takes more than good intentions and inspirational posters. It demands a clear-eyed look at how people behave, how leaders lead, and how the organization itself either...

From Desperation to Determination: Reflecting on 16 Years of Growth

I just got an email from a spammer offering SEO help for my very old website — www.NoWorkplaceBullies.com. I hadn’t thought about that site in ages, so I typed in the link... and there it was. The original website I built the day I started my business — though it...

Sick of HR getting the blame for bullying? (For Dummies Excerpt)

As I was writing my upcoming book, Navigating a Toxic Workplace For Dummies (Wiley), I was reminded about all the research on workplace bullying that indicates HR gets the blame for bullying, HR is not helpful, and, in fact, according to the research, most often makes...