20 Ways to Address Burnout

leadershipleadership developmentprofessional developmentgratitudemindfulnessmeditationburnoutresilienceresource

Jul 11

If burnout arises from our interactions with circumstances and the environment, we can’t find solutions solely at the individual level.

BIPOC women and nonbinary leaders are more likely to experience burnout because of the pile-on of systemic inequities, cultural pressures, and societal expectations.

Prevention is not just about people making better personal choices. Efforts must be made at the systemic level for long-term, sustainable impact on those most vulnerable to burnout.

Here are 20 ways to address burnout at the individual AND systemic levels.

Image lists 7 ways to prevent burnout at the individual level with a focus on well-being

While we advocate for systems change, it’s imperative that we engage in practices that help us navigate competing demands and pressures.

At the individual level, we can integrate practices into our daily routine that help us get centered, relax, rest, and bounce back from challenging moments.

engage in gratitude practice
exercise
meditatewe must engage
nap
spend time in nature
stretch
take deep breaths

When we start the day with the intentional mind-body connection, we boost our brain’s ability to recover from challenging moments.

There's a list of 7 actions people can take individually to prevent burnout

Symptoms of burnout include physical fatigue and overwhelm, as well as heightened cynicism and detachment. Experiencing these feelings over a long period of time leads to chronic stress and emotional strain.

When we prioritize our well-being, we’re actively preventing burnout.

ask for help
be mindful of what you’re saying yes to
connect with loved ones
get a coach, mentor, and/or therapist
set and honor healthy boundaries
utilize sick days
utilize vacation days

This image displays 6 ways that leaders and companies can prevent burnout

Transformation at all levels is required. Systems-level change creates work environments that people thrive in. Another way of working is possible.

Organization leaders must:

address bias and microaggressions
advocate for strong healthcare and childcare policies
allow flexible work arrangements
complete annual workload assessments*
develop affinity group and mentorship opportunities
support executive coaching

*If a person leaves a role and the company needs to hire two people to replace them, that’s a sign that workload was not being assessed regularly or that capacity wasn’t being addressed.

Our habits, practices, and routines can minimize feelings of fatigue and detachment. Top-to-bottom shifts are needed in our organizations to prevent burnout, especially for those most vulnerable to multiple systemic inequities.

Share in the comments: What burnout prevention efforts exist at your workplace? What will you commit to doing at the individual level to ensure the sustainability of your wellness?