Burnout isn’t just an HR problem. It’s a people problem. A productivity problem. And more than anything, it’s a manager problem.
Our latest Future of Benefits Report found that 69% of employees say they’re burned out, yet most employers estimate the number is closer to 45%. That 24-point gap? It means many employees may be struggling in ways their managers never see.
As a manager, you’re in a unique position to catch burnout early. Here’s your go-to checklist for spotting the signs, opening conversations, and connecting your team to real support.
Step 1: Know what burnout looks like
Burnout rarely announces itself. It hides in the day-to-day. Here’s what to watch for:
- They’re always tired, even after PTO
- They’re more irritable, withdrawn, or reactive
- They’re missing deadlines or avoiding tasks
- They’ve stopped engaging in meetings or group convos
- They’ve mentioned family stress or caregiving strain
- They seem emotionally disconnected or unmotivated
- They’ve become more negative or self-critical
In a recent Care Talk, Emotional Wellness: Overcoming Burnout, licensed social worker Sheresa Elliott shared that burnout often starts with “just not feeling like yourself” and slowly spirals into complete mental and emotional depletion.
Step 2: Start the conversation
Try these check-in questions during your next 1:1:
- “How are you really doing?”
- “What’s felt especially heavy or overwhelming lately?”
- “Are you getting the support you need outside of work?”
- “What’s one thing I can help take off your plate?”
- “Have you had a chance to use any of your care benefits?”
Tip: Don’t try to “fix” everything, just listen. And normalize burnout as something that’s human, not shameful.
Step 3: Know what resources and benefits are available
As a manager, you can play a critical role in making sure your team knows about the resources and tools provided by your company, and that using those benefits is encouraged.
Start by reviewing what your company offers, so that you can point your team in the right direction. This could include:
- Employee Assistance Programs (EAPs)
- Employee Resource Groups (ERGs)
- Mental health or wellness tools
- Flexible work options
- Caregiving support benefits
Caregiving is one of the top causes of burnout. In fact, 83% of employees say the challenge of balancing care responsibilities with work responsibilities exacerbates risk of burnout.
If your company is already offering Care for Business benefits, you could encourage them to lean on the following (depending on what’s in your program):
- Care.com Membership: Get an extra set of hands to help from the leading marketplace of caregivers for kids, seniors, pets, houses, and more.
- Backup Care: No more scrambling for care at the last minute–Backup Care offers care options for times when plans fall through and employees need to work.
- Care Specialists: Personalized, expert support your employees can tap into for help navigating life’s challenges, big and small.
Step 4: Set the example
Burnout is kind of contagious. But so are boundaries. Your team takes cues from how you work.
- Take your PTO, and encourage your team to take theirs
- Avoid messaging outside working hours
- Be transparent about your own energy and workload
- Build breathing room into big projects
Step 5: Check back in
One conversation isn’t enough. Keep showing up.
- Follow up in your next 1:1
- Celebrate when they take time off or use support resources
- Watch for lingering signs of burnout
- Keep advocating for a sustainable team culture
Final thought: Burnout isn’t inevitable
When employees have access to the right support, especially the ones balancing family care responsibilities, productivity can increase, absenteeism can drop, and retention can improve. And as our Future of Benefits Report shows, employers who take family care support seriously see results:
- 45% report higher productivity
- 40% report fewer absences
Managers like you play a pivotal role in making support visible, accessible, and real. Let’s build a workplace where showing up doesn’t mean burning out.
Reach out to our team if your company could use some help combating burnout and boosting employee well-being.
