Blog Post

Burnout Doesn’t Discriminate: The Business Case for Employee Well-being

Burnout is an all-too-common reality affecting 77% of employees. Even worse, only 24% of employees feel strongly their organizations care about their well-being. What can leadership teams do to better support their people and prevent burnout?

At evolvedMD, we intentionally cultivate a culture around wellness and self-care so that our people feel supported. Knowing burnout doesn’t discriminate, we partnered with AIGA’s Arizona chapter, a non-profit organization serving the community of creative professionals within Arizona, to better understand how burnout impacts creatives in addition to professionals across all industries. In fact, a new study by TBWA Worldwide found that creatives are significantly more likely to feel burned out compared to the general workforce.

To elevate this conversation, we are presenting the business case for employee wellness to better understand why workplaces, individuals, and their colleagues should prioritize mental health and well-being to prevent burnout.

What is burnout and its impact on businesses?

Burnout is defined as having one or more symptoms of emotional exhaustion, depersonalization, and/or a decreased sense of personal accomplishment.

Burnout and depression are related and can lead to increased disengagement and absenteeism. This costs employers $17 to $44 billion dollars annually.

What employers can do to prevent burnout

young executives
Ultimately, the solution to preventing burnout in the workplace is being intentional about prioritizing mental health and wellness in the workplace. Doing so can save businesses $225 billion annually.

Practical solutions for leadership teams include:

  • Fostering psychological safety – inviting open and honest dialogue between an employee and their manager by asking a series of questions such as “What’s one thing I need to know about you that will improve our relationship?” or “What’s one gift, skill, or talent you have that I’ve overlooked, undervalued, or underutilized?”
  • Promoting work-life balance – allowing employees to set intentional boundaries, such as logging off at 5pm, leaving their laptop at the office, and not reading or responding to emails after hours.
  • Developing a people-centric culture – empowering employees to show up as their authentic selves, championing DEI initiatives, and giving employees space to practice self-care.

What employees can do to prevent burnout

Regardless of the current work environment, employees must also take charge to put their well-being and mental health first and foremost.

Practical solutions for employees include:

  • Putting yourself first - asking questions for internal reflection such as “One a scale of 1-10, how am I feeling and what would get me one point higher?”
  • Committing to whole-person care - practicing good physical and mental health.
  • Writing – taking time to write thoughts and feelings in a journal or notebook.
  • Finding and nurturing what fulfills you – pursuing old or new hobbies.
  • Leveraging community with vulnerability – ask for help.

On July 15th, evolvedMD’s Head of Strategy Sentari Minor and Director of Sales Kim Ho will dig deeper into the business case for wellness so that leadership teams and professionals across industries can walk away with realistic, easy-to-implement action items.


Join Us at evolvedMD’s HQ on July 15th to Learn More
About Prioritizing Mental Health and Wellness in the Workplace


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