Recently Johnny C. Taylor Jr., President & CEO of SHRM (Society for Human Resource Management) spotlighted a growing crisis: organizational burnout.
If you have been following me, you know that I’ve been focusing on this crisis for a long time.
Taylor reminds us that burnout isn’t just about tired employees, but rather a business risk driven by chronic workplace stress.
In my work with my clients (both corporate and associations), this is a message I highlight in my keynote, Banish Organizational Burnout to Cultivate Thriving Teams. When culture and leadership don’t support employee well-being, performance, morale, and retention all suffer.

Be a Role Model for Mental Health

Taylor writes, “HR leaders should lead by example, demonstrating the importance of work-life integration, self-care, and a supportive workplace environment.”
That’s leadership in action. In the Banish Burnout™ model, I teach that culture starts at the top. When leaders set boundaries, take breaks, and speak openly about stress, it sends a clear message: “It’s safe to care for yourself here.” That kind of role modeling builds trust and psychological safety.

Provide Professional Development & True Mentorship

Taylor also recommends, “Invest in employee growth so your staff feel valued and motivated.” But it’s not just about learning a new AI tool or leadership theory, it’s also about true mentorship.
Investing in professional development doesn’t just benefit employees, it also strengthens your entire organization. As people grow and feel valued, the quality of their work grows as well.
As a matter of fact, at my recent keynote at the Florida Bankers Association Women in Leadership Conference, one of the attendees reminded all of us that professional development is more than a nice-to-have.
In my story about the best boss I ever had, I talk about how he was not only emotionally intelligent before EQ was identified as a skill, but also he was also extremely supportive & drove my growth as a business software consultant.

Don’t Overlook Stress Management Training

Taylor continues: “Offer resources for mental health: Provide employee assistance programs, stress management training and mental health support.”

But what should stress management training actually look like?

According to the Forgetting Curve research developed by German psychologist Herman Ebbinghaus, “after learning something, our memory of it will decline over time unless we review it. The more review, the stronger we make the memory, and the longer we can remember it.”
That’s why one-and-done training doesn’t work effectively. Real change requires repetition, reinforcement, and real-time coaching, which are the cornerstones of my Banish Burnout Academy. Through short, high-impact sessions over time, managers and teams begin to build habits that stick.
Burnout is real. But it’s solvable and preventable. SHRM’s message echoes what I’ve been saying for years. We need leaders who model balance, mentor with care, and embed well-being into their workplace culture.
That’s how we “Banish Organizational Burnout to Move from Stress to Success.”

If you would like more information about working with Janice to prevent burnout, or hiring her to speak visit: https://www.JaniceLitvin.com/Speaking