Ask HR: How to Manage Burnout Among Staff

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I’ve had multiple employees complain of work stress and have seen a bump in sick days among my staff. Two workers recently quit; one cited stress, and the other didn’t attribute stress to their leaving but said that our demanding environment might be problematic. Over the past nine months, we’ve lost five employees to burnout and have added only two. As a manager, what can we do to alleviate and combat burnout? – Sahir 

First, I want to commend you for recognizing the signs of burnout and caring enough to take action. That awareness — and willingness to respond — makes a meaningful difference for your team.

Burnout is a complex issue, often driven by multiple factors, including heavy workloads, unclear expectations, lack of support, or even non-work-related pressures. The first step in combating it is identifying the root causes. You’ve already noticed patterns — such as increased sick days and resignations — which are key indicators. Consider conducting informal check-ins or anonymous surveys to get more direct insights from your team.

Related Resource: Learn more about burnout, its symptoms, and recovery process from this episode of Honest HR.

Here are a few proven ways you can begin to reduce burnout and promote a healthier work environment:

1. Foster open communication. Encourage open and honest dialogue with your team in one-on-one and group settings. Ask them how they’re really doing — personally and professionally. Listen without judgment and let them know their concerns are valid and heard

2. Balance workload and priorities. Help your team focus by identifying top priorities and clarifying what can wait. Avoid overloading your high performers and look for ways to redistribute work more evenly. When possible, ask your team for input on how to streamline processes — they may have great suggestions for efficiency.

3. Clarify expectations. Unclear or shifting expectations can create anxiety. Make sure your employees understand what success looks like in their roles and how that success is being measured. Consistency and transparency here go a long way.

4. Encourage self-care and breaks. Normalize taking breaks, using vacation time, and stepping away from work to recharge. If you practice this yourself, it sets a powerful example. You can also promote well-being by sharing stress management techniques and encouraging healthy routines.

5. Leverage resources. If your organization offers an Employee Assistance Program (EAP) or wellness resources, ensure your team can access them. Partner with HR to share information and make support tools more visible and approachable.

6. Recognize and celebrate contributions. A simple “thank you” or public recognition for a job well done can boost morale. People want to feel appreciated for their work, especially during challenging times.

It’s also important to note that not all jobs and work environments have the same degree of difficulty. Some work is intense and stressful by nature. Hard-driving companies need to be vigilant about screening for applicants who understand the pressures of the job and have evidenced their ability to cope in such roles. If you want to play in the NFL, you will travel a lot, take hits, and work many Sundays. One can’t apply to be a police officer and expect ideal working conditions, on-the-job civility, and weekends off. There needs to be a solid understanding of the reality of the work required and the candidates needed to operate in extreme work environments. As employers, we must give candidates a clear sense of what to expect on the job.  

Burnout doesn’t disappear overnight, but with thoughtful leadership and consistent action, you can help turn things around. Giving employees the agency to set boundaries at work and encouraging them to get ample sleep at home goes a long way toward empowering them to protect their mental health. When employees feel seen, supported, and part of a team that values their well-being, strong performance and retention tend to follow.

You’re on the right track, and your team is lucky to have a manager who’s paying attention and ready to lead through change. Wishing you all the best as you work toward building a healthier and more resilient workplace.

I’m about to hit 20 years at my job. I’ve seen other employees receive gifts from the company for milestone work anniversaries. Are those gifts considered taxable income?  
– Courtney 

Congratulations on approaching your 20-year work anniversary! That’s an incredible milestone well worth celebrating, especially in this day and age.

As for the gifts you’ve seen others receive for milestone anniversaries, they may or may not be considered taxable income depending on what’s given and how it’s presented. Generally speaking, most employee gifts are taxable, especially if they come in the form of cash or cash equivalents (such as gift cards). These are treated the same as wages and must be reported on your W-2.

However, certain service awards — such as a plaque, watch, or other tangible item — can be excluded from taxable income if specific IRS criteria are met. To qualify:

• The award must be tangible personal property (not cash, gift cards, or tickets).

• It must be presented as part of a meaningful recognition of your service.

• It can’t be disguised as compensation or part of a bonus.

• It must be for five or more years of service, and you must not have received a similar award in the past four years.

• If given under a qualified plan, the nontaxable value can be up to $400 (or up to $1,600 in some cases, under a written award plan that isn’t discriminatory).

So, if your employer gives you a physical gift such as a custom award or a commemorative item in celebration of your 20 years, and if the gift meets these conditions, it may be excluded from your taxable income.

It’s always a good idea to check with your HR or payroll department if you’re curious about how they will handle your specific award. Either way, congratulations again — you’ve clearly made a lasting impact!