Stop overlooking workplace burnout: How to build resilience into your HR policy
- Alexander Laugomer
- Apr 9
- 3 min read
Updated: 5 days ago
In this post we will unpack the burnout epidemic, show you why policy change matters, and arm you with practical ways to rewrite the rules so your team can thrive.
What exactly is workplace burnout again?
Burnout isn’t the same as regular stress. According to the World Health
Organization, burnout is a syndrome resulting from chronic workplace stress that hasn't been successfully managed. It’s characterized by:
Emotional exhaustion
Detachment or cynicism toward one’s job
Reduced professional efficacy
And it doesn’t just hurt individuals—it sabotages teams, tanks retention rates, and costs businesses billions annually.
Did You Know?
A 2023 Gallup poll found that 76% of employees experience burnout at least sometimes, and 28% say they feel burned out “very often” or “always.”
Why most workplaces get burnout wrong
Let’s face it—most companies tackle burnout with band-aid solutions. You know the ones:
Mandatory mindfulness sessions
Yoga Fridays
Access to mental health apps (that no one has time to use)
While these aren’t bad ideas, they often treat the symptoms, not the cause. The real issue? A lack of resilient, people-first policies that create a psychologically safe, sustainable work culture.
The case for embedding resilience in policy
Resilience isn’t about telling employees to “toughen up” or “find balance.”
Resilience about shaping the conditions of work so they don’t have to burn out to survive.
That starts at the policy level.
Here’s why it matters:
1. Sustainable Performance
Policies rooted in resilience help maintain energy and creativity over time—not just in sprints.
2. Increased Retention
Employees are more likely to stay when they feel supported, respected, and protected from burnout.
3. Crisis-Ready Culture
Whether it’s a pandemic or economic downturn, resilient policies help organizations adapt without cracking under pressure.
How to embed resilience into your workplace policies
Here’s where it gets actionable. Let’s talk about how to build resilience into your workplace DNA—not with fluff, but with real change.
a. Redefine “productivity”
Stop measuring success by hours worked. Instead, focus on outcomes and value created.
Policy Tip: Adopt flexible work hours or a results-only work environment (ROWE) model to shift the focus from time to impact.
b. Normalize mental health days
Encourage employees to take time off for mental wellness before they hit the burnout wall.
Policy Tip: Update your PTO policy to explicitly include mental health days—no questions asked.
c. Enforce boundaries
Emails at 10 PM? That’s a no-go. Resilient policies protect downtime.
Policy Tip: Institute a “no after-hours communication” policy unless it’s an emergency. Back it up by leading through example.
d. Make workloads realistic
Unrealistic deadlines and bloated to-do lists are burnout accelerants.
Policy Tip: Require managers to do monthly workload audits and shift resources when capacity is maxed out.
e. Train managers to spot burnout
Managers are your first line of defense—but only if they know what to look for.
Policy Tip: Include burnout awareness and resilience training in your leadership development programs.
f. Invite employee feedback
Your team knows what’s burning them out. Ask, listen, and adjust.
Policy Tip: Establish a quarterly Resilience & Well-being Survey and tie the results to actionable policy shifts.
Make it a living policy
Resilient policies aren’t “set it and forget it.” They need to evolve alongside your team’s needs and the changing world of work.
Pro Tip: Schedule an annual policy review with a resilience lens:
What’s working?
What’s burning people out?
Where can we do better?
Quick Checklist: Is your policy burnout-proof?
Do your policies support psychological safety?
Are employees encouraged to rest and recharge without guilt?
Are managers equipped to prevent—not just respond to—burnout?
Is feedback actively used to improve systems?
If you checked “no” more than once... it’s time to rethink.
Wrapping It Up: Burnout isn't inevitable—bad policy Is
The truth is, burnout isn’t just an individual failing—it’s often the result of outdated systems. But with intentional, resilience-driven policies, companies can turn things around.
Start with awareness.
Follow through with action.
And remember: your best asset isn’t a product or platform—it’s your people. Keep them healthy, and the rest will follow.
