Tag: Career progression & growth

Burnout is real, and it’s costly. Employees are feeling the pressure. Long hours, constant connectivity, and never-ending to-do lists are pushing people to the edge. This causes disengagement and high turnover.

Organizations that prioritize well-being experience better results: happier employees, higher retention, and improved productivity. They reduce burnout. But what exactly is employee well-being, and how does it help?

What is employee well-being?

McKinsey research shows that for many employees, factors contributing to their well-being—such as mental and physical health, work-life balance, and job satisfaction—are as crucial as traditional incentives like salary.

Employee well-being means making work sustainable, providing flexible schedules, manageable workloads, mental health resources, and recognition. Gym memberships and free snacks are added bonuses. 

There are five elements of well-being, per Gallup studies: сareer, social, financial, physical, and community well-being. A company that cares for employees cares for their health by:

• Physical well-being. Encouraging movement, healthy habits, and proper rest.
• Professional well-being. Supporting career growth through opportunities to learn, develop skills, and do meaningful work.
• Financial well-being. Offering fair compensation and the right resources to help employees manage their finances for stability.
• Social and community well-being. Cultivating meaningful relationships and a sense of belonging within the team and the organization.

Plus, one cannot ignore emotional and mental health when it comes to well-being:

• Mental well-being. Reducing stress and promoting psychological safety.
• Emotional well-being. Ensuring employees feel valued, supported, and connected.

A workplace that gets this right creates a motivated, engaged team that performs better and sticks around longer. Let’s break down the pros of prioritizing employee well-being.

Why employee well-being matters for a company

Organizations that invest in well-being don’t just do it to be nice. Taking employee morale seriously directly impacts business outcomes:

• Reduces employee absenteeism. By offering mental health resources and flexible working arrangements, employees experience lower levels of stress and fewer health issues, which, in turn, leads to fewer sick days and minimized absenteeism.
• Boosts employee engagement. When employees receive the support they need, they are more likely to be engaged with their work—more committed, motivated, and emotionally invested in their tasks. This results in a deeper connection with the company’s goals, higher job satisfaction, and improved collaboration across teams.
• Increases employee productivity. When employees have healthy work-life boundaries and the tools to manage their workload effectively, they produce higher-quality work. They meet deadlines with ease and exceed expectations.
• Improves employee retention. A positive work environment, growth opportunities, and resources for maintaining mental and physical health create loyalty, reducing turnover rates. This leads to a more experienced, dedicated workforce and reduces the costs associated with hiring and training new employees.
• Strengthens culture. Take care of your people, and they will take care of the business. Plus, a company that focuses on well-being builds a strong culture that not only retains employees but also naturally attracts top talent looking for more than just a paycheck.

Employee well-being and burnout: what’s the connection?

Burnout is the result of ongoing stress, usually caused by work. It makes employees overwhelmed, unmotivated, and disconnected from what they are doing. They might struggle to concentrate, feel irritable, or even start dreading work. Burnout happens when there is too much pressure, not enough balance, and little recovery time. Think of it like running a marathon without ever stopping to rest.

Well-being programs and initiatives help prevent employees from feeling unsupported and aid in overcoming burnout by:

• Providing flexibility (hybrid work, async collaboration, reasonable deadlines).
• Encouraging open conversations about stress and workload.
• Keeping workloads manageable.
• Offering mental health support, such as counseling services and stress management techniques.

The role of resilience in employee well-being and burnout

Resilience is the ability to bounce back from setbacks, maintaining a positive view even during tough times. Besides recovering, resilient employees adapt early, as most burnout happens because we ignore small stressors until they pile up. 

A culture that nurtures resilience empowers employees to:

• Build emotional intelligence to manage challenges effectively.
• Identify issues early and recognize signs of burnout before they escalate.
• Develop coping strategies for workplace stress.
• Maintain motivation and engagement during demanding times.

Companies that commit to mindfulness programs, career coaching, and related initiatives that contribute to mental health see stronger teams that can handle challenges without burning out.

How to build a culture of well-being

Work and life are deeply connected. While you can’t control what happens in employees’ personal lives, you can create a workplace that supports them. Prioritizing well-being, offering flexibility, and encouraging a culture of understanding help employees navigate life’s challenges, leading to higher engagement and productivity at work.

A one-size-fits-all wellness program won’t cut it. Instead, HR managers should tailor well-being initiatives to address employees’ challenges by:

1. Identifying issues and barriers 

Stressors like overwork, lack of autonomy, and poor recognition can cause burnout, disengagement, and work-life imbalance. Organizational roadblocks—such as cultural misalignment or ineffective management—can further impact well-being. Start here:

• Run pulse surveys to surface hidden stressors
• Equip managers to lead with clarity and empathy
• Review workloads and unrealistic expectations

2. Planning and applying targeted solutions

Evaluate existing well-being efforts and compare them against best practices. Consider the following initiatives:

• Flexible work policies and balanced workloads: autonomy over work hours, remote options, and realistic expectations to ensure employees aren’t overburdened and take regular breaks.
• Real wellness support: access to therapy, mindfulness programs, stress management techniques, career coaching, and benefits like parental leave, childcare subsidies, eldercare support, and menopause care. 
• Psychological safety: a culture where employees feel comfortable voicing concerns about workload and stress.
• Growth and development: opportunities to build skills, advance careers, and experience a sense of progress.
• Recognition that matters: personalized appreciation through peer-to-peer shoutouts, public acknowledgment in meetings, milestone celebrations, and on-the-spot bonuses for exceptional work.
• Leadership support: training and coaching for leaders, such as mentorship programs or emotional intelligence development, to help them guide and support their teams.

3. Measuring and refining well-being initiatives

Use surveys to assess employee sentiment on workload, leadership, team dynamics, and other points relevant to them and the company’s needs. Ask for open dialogue in one-on-one meetings to surface issues not captured in surveys. 

Embedding well-being into company culture

Leadership buy-in is critical as employee well-being goes beyond offering perks. Embedding well-being into company culture means integrating care and respect into everyday practices. This includes actively promoting mental and physical health, advocating for work-life balance, and providing resources that support both personal and professional growth. 

The numbers don’t lie

• 83% of employees would consider leaving their job if well-being initiatives were lacking. (Forbes)
• Burnout-related productivity losses and voluntary turnover cost companies $322 billion annually, nearly 20% of total payroll. (Forbes)
• Employees who strongly believe their employer cares about their well-being are 3x more likely to be engaged at work and 5x more likely to recommend their company as a great place to work, as well as trust leadership, compared with other employees. (Gallup)

The takeaway? Well-being isn’t just good for employees. It’s a competitive advantage.

How Amy helps combat burnout

Burnout prevention over band-aid solutions is always the smarter choice. HR analytics, sentiment tracking, workload balancing—catching burnout early instead of reacting when it’s too late. 

Amy is an employee development platform for teams to stay engaged, grow their skills, and avoid burnout. It provides:

• Burnout prevention tools. Helps identify stressors early and take action.
• Personalized coaching. Employees get tailored guidance based on their challenges and career goals.
• Science-backed approach. Data-driven recommendations aid employees and managers in making better decisions about career growth and work-life balance.
• Insights powered by analytics. HR and L&D managers can shape the design of effective well-being and development programs.

With Amy, companies can create a well-being-focused culture that supports employees without adding more work to HR teams.

Final thoughts

Burnout isn’t inevitable. Organizations that take employee well-being seriously see better engagement, lower burnout rates, and business growth. Investing in well-being—through flexible work policies, real mental health support, and platforms like Amy—creates a workplace where people want to stay and do their best work. The question is: what’s your company doing about it?

Resilience—the ability to recover from challenges and adapt positively—is essential for maintaining employee well-being and a productive work environment. Developing resilience not only benefits individual employees but also enhances organizational performance by reducing absenteeism and increasing engagement.

So, how can organizations cultivate resilience in their teams? Here are seven key steps to build resilience in the workplace, but before that, let’s break down what resilience truly means and what resilient employees are all about. 

What is resilience, really?

You can explain resilience in many ways. At its core, it’s about bouncing back. In positive psychology, it means recovering and adapting quickly when life or work throws a curveball. 

Resilience involves learning and coming out stronger, not only pushing through challenges. It’s shifting your mindset, approaching problems with confidence, and keeping the bigger picture in focus. It’s inner strength in action.

What makes an employee resilient? 

Resilient employees deal with setbacks and stress and navigate workplace changes smoothly—all while staying motivated and delivering results. 

This trait is shaped by everything from personality and health to financial stability and a supportive work environment built on trust, empathy, and inclusivity. How work is structured—priorities, expectations, and even the nature of the tasks—impacts resilience, too. And since everyone copes with stress in their own way, resilience will take different forms for each employee. That said, here’s what you will typically see when speaking about resilient employees:

• They stay optimistic even when things get tough.
• They handle challenges head-on instead of avoiding them.
• They regulate their emotions so stress doesn’t derail them.
• They learn from setbacks instead of repeating the same mistakes.
• They stay adaptable, adjusting to change without breaking down.

Resilience starts with leadership, right?

Resilient leaders make teams resilient. When leaders are stressed, they pull back—they communicate less, set fewer goals, and only step in when problems arise. Instead of leading proactively, they default to a passive approach, avoiding decisions. This impacts team performance, employee engagement, and overall workplace culture. On the flip side, resilient leaders stay engaged. They instill confidence and drive how their teams think, act, and perform. 

That’s why leaders need to build their resilience first, so they can spot issues within teams and set the tone for others to strengthen their own. Resilient leaders advocate for well-being initiatives and provide support for their teams to thrive.

Why does resilience make all the difference?

Work-related stress and burnout are at an all-time high. Organizations that prioritize resilience experience improved job satisfaction, lower absenteeism, reduced turnover, and stronger team dynamics. When leaders and employees have resilience, they perform at their best, even under pressure. They are more agile, better equipped to handle change, and less likely to burn out. 

A report from Aon shows that employees with poor resilience have 55% lower engagement at work. They are also 42% less likely to want to stay with their organization.

Investing in resilience-building initiatives benefits employees and safeguards business continuity and long-term growth.

Steps to build employee resilience

Many organizations react to employee resilience through things like leave policies or mental health benefits only after challenges arise. While these are important, preventive strategies built into the culture are far more effective at addressing the root issues. The goal should be to integrate well-being directly into the work.

1. Create a supportive work environment

A workplace culture that prioritizes support and open communication sets the foundation for building resilience. Encouraging employees to share their concerns without fear of judgment promotes psychological safety. This creates an environment where employees can take risks and learn from their experiences. 

Resilience also strengthens when employees view failures as lessons rather than setbacks and when mistakes fuel growth instead of blame. Developing problem-solving skills through scenario-based training, role-playing exercises, and collaborative decision-making processes makes employees think critically and adapt quickly to new situations.

2. Provide resources for stress management, well-being, and mental health

Stress plays a huge role in employee burnout and disengagement. Beyond solving the root cause of the problem, companies can ease the pressure by offering:

• Wellness programs that encourage healthy habits
• Time management techniques
• Relaxation techniques
• Access to mental health resources
• Mindfulness sessions

Providing these tools helps manage stress and prevent burnout. Equipping employees with coping mechanisms sharpens their ability to stay calm when the heat is on. What relates to mental health strategies, offerings like on-demand counseling services can be of use. 

3. Strengthen leadership with leadership development programs and leadership coaching 

Resilient leaders inspire employees to follow suit, as transparent communication and a positive outlook impact team morale. That’s why taking leadership training or coaching on emotional intelligence, adaptability, and communication gives managers the knowledge they need to support their teams. To further enhance leadership qualities, especially for resilience purposes, developing a growth mindset is a must.

4. Cultivate a growth mindset

What is a growth mindset, in brief? A growth mindset is a way of thinking that turns challenges into opportunities. When employees adopt a growth mindset, they focus on progress over perfection. They understand that success isn’t a fixed destination but constant learning and adaptation. Motivating employees to embrace ongoing development and recognize effort, not just results, keeps them flexible.

5. Promote continuous learning and development

Employees see increasing value in learning for adaptability in times of change, per the 2025 LinkedIn Workplace Learning Report—68% of employees agree that learning makes it easier to respond to change.

Upskilling and career development programs empower employees with the knowledge and confidence to handle workplace challenges. Learning resources and career growth opportunities allow them to adjust to workplace demands.

6. Encourage work-life balance

We all need time and space to recharge. Maintaining a healthy work-life balance is vital for employees’ overall well-being and productivity:

• Improves mental health and reduces stress-related illnesses.
• Strengthens social connections and boosts emotional fulfillment.
• Enhances focus and allows time for professional development and leisure activities, leading to better work performance.

Ways for organizations to support work-life balance:

• Flexible work arrangements, minimized back-to-back calls, deep work time, async-first communication
• Encouraging time off and mental health days
• Setting boundaries around after-hours work

According to the SHRM Annual Benefits Survey, most employers continue to prioritize flexible work policies and benefits, with 70% calling this “very important” or “extremely important.” Hybrid work continues to be popular and is offered by 63% of employers.

7. Recognize and reward efforts

Recognition reinforces employees’ belief in their abilities. This confidence makes them more resilient, as they feel validated and capable of addressing issues. They understand that their hard work is noticed, even when things are tough. Effective recognition strategies include public appreciation and performance-based rewards. 

How can career coaching build resilience?

Career coaches help employees build resilience by developing skills to tackle challenges proactively. Here’s how:

• By focusing on employees’ strengths, career coaches grow confidence and self-efficacy—buffers against stress. Employees learn how to use their talents to smoothly navigate obstacles.
• Career coaches teach employees how to shift their perspective, helping them see new possibilities. 
• A strong support system is the anchor that keeps resilience grounded. Career coaches provide a trusted relationship that nurtures emotional fortitude while also offering guidance through difficult situations. 

If an employee tackles one big challenge, the next one feels a little easier. Just like in fitness, the goal isn’t to avoid the heavy lifting—it’s to get better at carrying the load. Want to build a resilient workforce? Start by giving employees the right tools and support. (Hint: That’s where Amy comes in.)

How Amy enhances employee resilience and well-being

Amy is an employee development platform designed to strengthen resilience while caring for employee well-being. It integrates seamlessly with existing performance and development systems for employees and organizations to succeed in career growth.

Key features of Amy:

• Science-driven assessments. Self-assessments measure employees’ well-being and provide actionable insights to help HR teams with effective mental health strategies. Platform’s methodology focuses on mental health, stress management, and emotional resilience to enhance overall well-being. In addition, HR and L&D managers can identify employees’ skill gaps, work challenges, and areas for improvement.
• Personalized development programs. Amy provides learning recommendations based on employees’ self-assessments and career goals, ensuring that professional development aligns with both company needs and personal growth.
• Tailored career coaching. Amy platform delivers personalized coaching and real-time guidance customized to address employees’ stressors.
• Leadership development coaching. Amy offers context-aware coaching for managers, helping them develop stronger leadership skills and better lead their teams.

A resilient workforce is an investment that pays off

Organizations that invest in building workplace resilience not only enhance employee well-being but also drive higher engagement, lower turnover, and improved performance. By putting these seven strategies into practice and using Amy human potential platform, companies can create an environment where employees feel backed and prepared to handle challenges.

Take a proactive approach to resilience-building with Amy to ensure employees have the skills, mindset, and support necessary in today’s fast-changing workplace.

Employee turnover rates are on the rise globally. If a company ignores workforce retention, the result could be expensive replacements down the line. 

McKinsey suggests that the cost of replacing employees ranges from one-half to two times their annual salary. Gallup’s research estimates that replacing leaders and managers can cost up to 200% of their salary, while replacing technical professionals costs around 80%, and replacing frontline employees costs about 40% of their salary. Gallup also states that 42% of employee turnover is preventable but often ignored. 

How can you spot turnover issues and, most importantly, address them? Here’s an overview of the reasons, impacts, and solutions to consider.

Why are many talented employees leaving?

While some industries face challenges related to unmanageable workloads, others struggle with a lack of professional growth opportunities. 

Among the common causes of high turnover are:

• Uncompetitive salary and benefits. Competitive compensation and benefits packages are core not only for attracting but also for retaining top talent. If employees feel underpaid or undervalued, they will be more likely to accept offers from competitors.
• Lack of work-life balance. Organizations that fail to support employee well-being and offer flexible work arrangements struggle to keep high performers.
• Limited or missing growth opportunities. Employees crave professional development. If they feel stuck in their roles, with few or no opportunities for advancement, they look for a clearer career path. 
• Lack of engagement. Employee engagement is another driver of retention. Disengaged employees are less committed to their work. They show reduced productivity, which oftentimes pushes them to seek opportunities elsewhere.
• Poor management. In turn, strong leadership is crucial for employee engagement. Ineffective managers can create a toxic work environment, blocking growth initiatives and pushing top talent out the door. 85% of employees who leave cite poor management as a factor. Leadership plays a pivotal role in retention per SHRM. Effective leadership promotes trust, supports development, and encourages employees to remain engaged and loyal. 
• Toxic work culture. A negative work environment characterized by a lack of respect can quickly drive employees away.

Tackling turnover early by boosting employee engagement, offering career growth, and strengthening leadership makes your workforce resilient and more satisfied with a job, which lowers employee departures. Let’s explore this further.

How can HR managers reduce high turnover rates?

1. Fair compensation and work-life balance

According to SHRM’s State of the Workplace Study 2023-2024, nearly 9 in 10 U.S. workers (87%) believe fair compensation for current employees should be the top priority. Organizations that prioritize competitive salaries in addition to supporting work-life balance have a better chance of retaining the workforce. To help your employees maintain healthy boundaries and balance work with personal time, check out the articles Hey, I Miss You. Yours Truly, Work-Life Balance and 5 Time Management Techniques to Handle Work and Personal Responsibilities Effectively.

2. Recognizing employee efforts

Recognition works best when it’s timely and specific. Generic praise falls flat—call out real contributions that make an impact. A public shoutout, peer-to-peer recognition including bonuses, or a small reward can go a long way. And it’s not just about promotions or pay. Flex time, extra days off, or wellness perks show employees their efforts matter while supporting work-life balance. 

When recognition programs are part of the culture, employees feel appreciated and are far less likely to leave. Investing in their career development is another form of care and recognition.

3. Employee career development and upskilling

Organizations must broaden employee growth beyond promotions. Even those content in their roles seek to evolve. Cross-training, mentorships, or lateral development expand skills and open new career paths—all without leaving the current position. Career development opportunities, such as continuous learning and advancement programs, keep employees engaged and committed. Organizations with a strong learning culture have 30-50% higher retention, as per Deloitte and Work Institute’s 2024 Retention Report. 

More companies now use online assessments to pinpoint skill gaps and offer personalized training. Amy human potential platform can help you identify employee skill gaps and development needs, ensuring alignment with the organization’s goals.

4. Workplace flexibility and workloads

Flexible work options, like remote or hybrid models, are critical to reducing turnover. Employees now expect flexibility to be a non-negotiable part of their roles, and organizations that provide it are more successful in retaining talent. However, flexibility alone isn’t enough. 

Unmanageable workloads can overwhelm employees, even with flexible options in place. Without adequate support, the pressure builds up, leading to burnout and eventual departure. Balancing both flexibility and workload is key. 

5. Building a strong organizational culture and supporting well-being 

A strong organizational culture builds trust and clarity, aligning employees with the company’s mission. When culture prioritizes inclusivity and transparency, people engage more deeply and stay longer. Supporting well-being is essential to this—offering mental health resources, stress management, and flexibility shows employees they matter beyond their output. And when employees feel supported in all aspects, they perform better. 

Communicate your company values, celebrate employees’ achievements, and nurture a sense of community to increase morale and productivity in your workforce.

6. Improving leadership and managerial support

All the points mentioned above are challenging to reach without effective leadership. By understanding each person’s purpose, goals, and career aspirations, managers lay the foundation for growth. This insight allows for tailored career plans that meet individual needs. While employees are responsible for their career paths, strong leadership provides the support and direction necessary to guide them forward.

Managers must also adapt to remote work challenges and maintain a work-life balance for themselves and their teams. Cultivating cohesive, accountable teams and ensuring clear communication are vital for organizational goals. 

Yet, managers often balance their leadership duties with individual contributor work without the support of training or development programs. While some training exists, it is often passive, like watching videos or reading materials. To address this, focus on developing key management skills with coaching, microlearning, or other proactive methods. With Amy human potential platform, your C-level executives or mid-level managers can engage in 1:1 coaching sessions with experts to enhance organizational culture and strengthen employee relationships.

Say goodbye to continuous turnover with Amy

Retention is a long-term investment, not a quick fix. The strategies in this article, backed by recent research, target the areas of compensation, career development, recognition, flexibility, workload management, culture, well-being, and leadership to tackle high turnover. 

Focusing on employee engagement, growth, and well-being, you are building loyal, high-performing teams that drive your organization’s success. Amy human potential is created for professionals like you to ease the process of employee development. Try Amy and start decreasing turnover today.