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At a previous company, I had a front-row seat to the ripple effects of burnout. Working in an open office layout, I witnessed how rising stress levels, mounting pressure, and organizational change began to wear down my colleagues—slowly at first, then all at once.
As our industry went through rapid digital transformation, the pace intensified. Once-engaged team members began to disengage. Long hours became the norm. Conversations that used to focus on ideas and innovation shifted to venting and survival. By the time leaders began to feel the pressure, burnout had already spread. Leaves of absence stacked up. Resignations followed. Enthusiasm turned into emotional exhaustion.
What I saw then mirrors what we’re seeing at scale today.
Burnout isn’t just an employee experience issue—it’s an organizational crisis impacting financial performance, retention, and productivity. And without structural, proactive solutions, the cost of inaction is rising fast.
The state of employee burnout in the workplace
Employee burnout has become an ongoing crisis in workplaces, globally. The constant, day-to-day stress that often leads to burnout is now considered an unfortunate, almost expected part of the job.
- 65% of employees report experiencing burnout, and 72% said burnout impacted their performance.
- 52% said they felt burned out in the past year due to their job, with 37% so overwhelmed that it impacted performance.
What’s driving it? It’s not just long hours. According to new research from Spring Health and Forrester, employees are grappling with financial stress, unmanageable workloads, and a lack of work-life balance—factors that compound daily strain.
Burnout is affecting every corner of the workforce:
- HR teams are stretched thin, with 57% working beyond capacity
- Managers are overwhelmed, often lacking training to support their teams—41% of employees lack confidence in their manager’s ability to address mental health concerns
- Mid-level employees are especially vulnerable—54% reported experiencing burnout last year
Despite all this, 78% of employees feel only moderately supported—at best—by their company’s mental health offerings.
The takeaway? Employees are mentally depleted, managers are barely staying afloat, and HR leaders are being asked to solve a system-wide issue with inadequate tools and resources.
Burnout isn’t just a people problem—it’s a business problem
Many organizations still view burnout as a personal issue or something HR alone should manage. But burnout is systemic and it has measurable consequences:
- $1 trillion in lost productivity annually
- $550 million in lost workdays each year
- $15,000 per employee in turnover costs
- Increased medical spend due to the link between mental and physical comorbidities (e.g., depression and cardiovascular disease)
When left unchecked, burnout leads to absenteeism, presenteeism, disengagement, and high turnover. It erodes morale and culture—and when key contributors burn out, business continuity is at risk.
The financial pressure is growing. CFOs and business leaders are increasingly asking for measurable ROI from mental health investments. And the companies that rise to the challenge—those that integrate mental health as a core business strategy—are the ones who will come out ahead.
Structural burnout requires a structural solution
Surface-level solutions—like wellness stipends, mental health days, and outdated EAPs—are no longer cutting it.
What’s needed is a culture-first approach that prioritizes:
- Meaningful work
- Autonomy and flexibility
- Human connection and belonging
- Access to high-quality mental health care for all acuity levels
And perhaps most importantly, organizations must equip managers with the tools and training to recognize burnout early, respond with empathy, and connect employees to support. Managers are the first line of defense, but they can’t pour from an empty cup. Supporting their mental health is just as important.
Burnout prevention is the new cost-containment strategy
Proactive mental health strategies aren’t just good for people—they’re good for business.
Companies that invest in prevention and early intervention see:
- Lower healthcare and disability claims
- Reduced leaves of absence
- Improved retention and productivity
- Fewer crisis escalations
- Higher retention
And they’re building something more durable: a workforce that is resilient, engaged, and thriving—even in the face of ongoing change.
How Spring Health helps organizations address burnout systemically
At Spring Health, we believe burnout requires a comprehensive, clinically backed, and personalized approach.
Here’s how we support both prevention and recovery:
- Clinically validated assessments to identify burnout risk early
- Personalized care plans that meet each employee where they are—whether they need mindfulness tools, coaching, therapy, or high-acuity care
- Manager support and training to equip leaders with the tools to recognize and respond to burnout within their teams
- Care Navigation for seamless, human-guided access to the right care
- Ongoing support through life’s biggest challenges—not just one-time responses
We also help organizations design proactive crisis plans and deliver longitudinal support for those impacted—not just during an incident, but in the months that follow.
Building a workplace where people thrive
The future of work depends on workforce well-being. If burnout remains unchecked, businesses will continue to face rising costs, declining morale, and a revolving door of talent.
But the good news? The solution is within reach.
Organizations that embed mental health into their culture—and treat it as a business strategy, not just a benefit—will unlock stronger performance, greater resilience, and a more engaged workforce.
Because when employees thrive, business thrives.
Learn how leaders can prevent burnout and empower employees to find joy in their parenthood and professional roles.
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