Training Managers to Recognise and Address Burnout
Burnout is no longer just a personal problem; it is a workplace issue with wide-reaching consequences. According to a 2023 Gallup report, 76% of employees experience burnout at least sometimes, and 28% report feeling burned out very often or always. For tech companies in particular, where long hours, constant connectivity and high performance expectations are common, the risk of burnout is especially high.
Managers play a critical role in preventing and managing burnout. They influence culture, model behaviour and are often the first to notice problems before HR or senior leadership becomes aware. Yet many managers have not been trained to recognise the signs of burnout or to respond in ways that support employee wellbeing.
Recognising the Signs of Burnout
Burnout often develops gradually. Managers should be trained to look out for:
Persistent fatigue or low energy
Noticeable disengagement or withdrawal
Increased irritability or flat mood
A decline in productivity, creativity or problem-solving
Avoidance of collaboration or reduced communication
These behaviours might be dismissed as temporary or personality-driven, but they are often signs of long-term workplace stress.
What Managers Can Do
Providing managers with practical tools and frameworks makes a real difference. Effective training should include:
How to open up conversations about wellbeing
Example question: How have you been feeling about your workload recently?
Frequency: Monthly 1:1s or informal check-ins
Feedback loop: Identify recurring themes and escalate to leadership or resource planning
How to measure impact: Trends in engagement surveys, reduced turnover, qualitative feedback
Techniques for monitoring stress levels in a hybrid team
Example question: Are there particular tasks or tools that feel harder to manage remotely?
Frequency: Weekly team check-ins or anonymous pulse surveys
Feedback loop: Share emerging trends with wellbeing leads
How to measure impact: Fewer unplanned absences, improved project flow
Modelling healthy work-life boundaries
Example action: Refrain from sending emails outside core hours
Frequency: Embed expectations in team charters and onboarding
Feedback loop: Encourage feedback in retrospectives or via line managers
How to measure impact: Improved satisfaction in work-life balance indicators
Ensuring fair workload distribution and realistic goals
Example action: Use visual planning tools to track individual capacity
Frequency: Project kick-offs and sprint planning sessions
Feedback loop: Encourage flagging of bottlenecks in shared platforms
How to measure impact: More predictable delivery, fewer last-minute escalations
Creating a Culture That Supports Recovery
Burnout is not resolved through individual resilience alone. It requires a cultural shift towards pacing, prioritisation and permission to rest. Managers who can lead with empathy and structure set the tone for healthier teams.
A Practical Add-On: Making Rest Tangible
Some organisations now offer occasional in-office wellbeing sessions such as massages or guided mindfulness. These can serve as a welcome reset during demanding periods and show that mental health is taken seriously in practice, not just in policy. Pamper Puff, for example, is a mobile wellness provider that delivers these kinds of treatments directly to workplaces, making it easier for employees to pause and recharge without needing to travel or book time off.
Supporting your managers with knowledge, tools and visible wellbeing options could be one of the most strategic steps you take this Mental Health Awareness Month.