Employee burnout has been an escalating concern since before the pandemic. Now, nearly four years since COVID-19 emerged, this issue persists, with employers continually falling short in addressing it effectively.

A recent Fiverr report highlights a disconnect: while 85% of business leaders recognize employee burnout as a significant workplace issue, their efforts seem insufficient in combating it. Employees often feel under-resourced in preventing burnout within their professional environments.

Edward Beltran, CEO of leadership development and training company Fierce, sheds light on this issue: “The conversation around burnout has evolved. Now it’s a top C-suite level initiative. Companies implement wellness, resilience, and mental health benefits, but these initiatives are often seen as mere obligations, disconnected from business results, and thus relegated to HR for the sake of compliance.”

A study by Wellable Labs indicates that 62% of employers offer Employee Assistance Programs (EAPs) for mental health, with 46% utilizing digital health tools and 43% focusing on educational approaches. Despite these efforts, a report by One Medical and Workplace Intelligence reveals a striking gap: while 91% of employees acknowledge their mental health impacts productivity, less than 20% utilize offered mental health care benefits.

Beltran points out the discrepancy between employer provisions and employee perceptions. “Employees are experiencing a disconnect. They aren’t engaging with resources that aren’t ingrained in the culture or presented in an accessible, appealing way.”

This misalignment not only impacts employees

but also places an undue burden on HR managers. Often, these managers are overextended and lack the training necessary to effectively identify and utilize the right resources, leading to a cyclical problem of unaddressed employee needs.

Beltran emphasizes that typical wellness benefits, while helpful, may not address the root causes of burnout. “There’s a need for training and skills that help employees manage not just stress, but the underlying issues they face daily. It’s about more than just recommending exercise, a better diet, or improved sleep habits.”

To effectively combat burnout, employers must shift their perspective and treat it as a critical business concern. This involves investing in training focused on de-escalation techniques and behavioral management, rather than solely offering elective wellness benefits. Beltran asserts that this approach is not about the cost of wellness programs but about the efficacy and scalability of current strategies.

“Employers need to realize that burnout has real business costs,” Beltran concludes. “It’s time to move beyond traditional wellness benefits and develop strategies that truly address the evolving needs of today’s workforce.”

In conclusion, while wellness benefits are an essential aspect of employee care, they alone are insufficient in tackling the complex issue of burnout. A holistic approach that combines these benefits with targeted training and a culture that actively engages employees in their mental health is crucial. As businesses continue to navigate post-pandemic challenges, addressing burnout effectively will not only benefit employees but also contribute to the overall success and sustainability of the organization.

Peralta, Paola. “Why Wellness Benefits Still Aren’t Helping Employees with Burnout.” BlogMaster HR, 10 Jan. 2024, 4:23 p.m. EST