the leader’s guide to building an anti burnout culture

In healthcare and social work, burnout doesn’t just impact individual employees—it affects entire teams. When a culture becomes so disconnected from the core mission of helping others, it can create a sort of burnout spiral - sapping joy and making everyone feel further away from the values and purpose that got them there in the first place. But good news if you’re lucky enough to lead a team - you have the power to help shape a culture that values well-being and actively prevents burnout! Here are a few ways leaders can create a work environment that supports their team and clinicians and keeps burnout at bay.

label burnout as a systemic issue

Burnout is often framed as an individual issue, but it’s a systemic one. High workloads, lack of resources, and the emotional labor these jobs require all contribute to it. Acknowledging that burnout is a team concern - even when there is limited ability to change things in the short-term - helps everyone feel validated and supported, rather than isolated.

build a culture of open communication

Encourage open conversations about burnout and mental health by regularly checking in with your team. Ask them directly about feeling burned out or overwhelmed. This can be through informal one-on-ones, team huddles, or anonymous surveys. When people feel they can share openly, they’re more likely to reach out before they reach a breaking point.

offer flexibility and autonomy

Whenever possible, provide flexible scheduling options and offer autonomy over their workflows. Allowing people to work in ways that best support their strengths and personal needs can go a long way in reducing stress and promoting satisfaction. As a leader you should always question rules that demand everyone does something a specific way.

model balance as a leader

Leading by example is the most powerful thing you can do as an anti-burnout leader. Don’t just talk the talk - walk the walk! Take your vacation, set boundaries, take regular breaks, and find opportunities to share appropriately about ways you’re actively working to create balance for yourself. Having a leader who prioritizes balance and shows vulnerability is a huge predictor of a team that prioritizes these things.