53% of managers [1] report feeling burned out at work. Between executing strategic directives and overseeing day-to-day operations, it’s no surprise that many supervisors feel like they’re constantly playing catch-up.
In fact, the average people leader now has 51% more responsibilities than they can effectively handle [2]. Unfortunately, the impact of prolonged work-related pressure often extends beyond decreased levels of productivity; it also affects engagement and retention.
To avoid disruption in business and drops in morale, it is essential that organizations recognize how they can best support middle management as expectations continue to grow from both executives and direct reports. Companies can call upon Learning & Development (L&D) teams to reshape the manager experience by supplying people leaders with the right tools, mindsets and support networks so that employees and the organization thrive.
Noticing Burnout
First, it is important to understand what burnout looks like. It isn’t always loud. It may show up in seemingly small ways, such as missed deadlines, communication inefficiencies, emotional exhaustion or difficulty focusing.
Some notable signs of unhealthy stress [3] include:
- A lack of concentration
- Anxiety or exhaustion
- A sense of dread or disinterest
- Quick temperament
- Low morale and emotional withdrawal
Left unchecked, these sentiments drain energy from entire departments. And while businesses may invest in individual wellness perks, like meditation apps or gym stipends, those efforts may only go so far if structural support is not in place.
Keep in mind that there is also healthy stress, which shows up differently. You can read more about those nuances in my blog here [4]. To reduce unhealthy stress, the key is to help supervisors navigate heightened workloads through additional assistance and training.
Five Ways L&D Can Help Managers Prevent Burnout
1. Streamline and Simplify Processes with AI
Generative AI has the potential to automate up to 30% of working hours by 2030 [5]. Imagine being able to give nearly a third of time back to managers. To reduce some of the administrative burden on supervisors’ plates, L&D teams can:
- Invest in AI tools for time management
- Provide training on how to effectively offload to-dos and routine tasks to AI
- Work closely with IT to deliver best practices on utilizing AI
Remember: The focus is not on replacing the human touch. It’s about freeing up capacity so leaders may prioritize the work that moves the needle and supports their staff.
2. Normalize Mental Health Practices
An estimated 12 billion working days [6] are lost globally every year to depression and anxiety. While being “always on” is glorified in many corporate cultures, it is also a direct path to burnout. L&D can rewrite that narrative with development experiences and just-in-time tools that equip managers to:
- Set and communicate healthy boundaries with their teams and senior leaders
- Identify early signs of and solutions for chronic stress
- Incorporate wellness practices into their leadership routines
Personally, when I sense stress is on the rise, I identify ways to step away from the activity by taking a short walk or pausing to get in touch with my breath. I also regularly block out time on my calendar to check in with myself and realign on priorities. Employees will have different practices that serve them best, and by embedding wellness into leadership development programs, supervisors can learn that self-care is not a weakness. It’s an essential skill for themselves and those they lead.
3. Build Peer Communities for Real Support
Workers who feel a strong sense of belonging are 2.5x less likely to feel burned out [7], yet supervisors often feel especially lonely as pressures mount. Creating peer-to-peer communities serves as a powerful antidote to stress. L&D can support the creation of:
- Peer roundtables to share obstacles, swap strategies and validate each other’s experiences
- Informal chat groups or internal mentorship networks
- Cohort-based learning programs
When managers realize they’re not alone, they’re more likely to ask for help, offer support and sustain their energy.
4. Boost Awareness around Stress Management
In 2024, manager engagement fell to 27% [8]. Given this low percentage, it may be challenging for supervisors to distinguish between normal and significant levels of overwhelm. L&D can provide training, reflection activities and on-demand resources to:
- Identify personal behavioral changes that may signal mental fatigue or disengagement
- Participate in empathetic, non-judgmental conversations about workload and well-being
- Practice pausing when requests are made to promote boundary setting that aligns with team capacity
Burnout often creeps in gradually. That is why it is so important for managers to clearly communicate about resource limitations and get comfortable with saying “no” [9] when needed to support themselves and their staff.
5. Align Work with Energy—Not Just Capacity
Employees who use their strengths every day are more engaged and energized [10] to get work done than those who don’t. With the help of tools like Emergenetics, [11] L&D can give leaders a language to understand how Thinking and Behavioral preferences translate to work styles. Coach supervisors to use assessment results to:
- Match people with projects that align with their strengths and interests
- Alternate draining tasks with fulfilling ones to avoid depletion
- Invite open dialogue about what work is meaningful and what feels monotonous
When managers and their teams can work in ways that fuel their energy, they’re more likely to achieve elevated performance levels over the long term.
Saying Goodbye to Burnout
Burnout doesn’t have to be a foregone conclusion in our rapidly evolving workplaces. With strategic systems in place, supervisors can excel even in high-pressure environments. It starts with an organizational mindset of resilience.
L&D teams will make a profound difference by reimagining leadership development as a whole-self endeavor. That means empowering participants with the awareness to operate effectively by protecting their own energy and well-being as well as their team’s.
Remember: Managers are the backbone of companies. When you support them, you support everyone.
Interested in more tips to help your organization’s supervisors? Download our eBook, The Manager’s Dilemma: Navigating Corporate Mandates and Team Needs!
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