ROLES
CLICK TO ADVANCE
ROLE OF HR
Policy Development: HR is responsible for providing organization tools to promote a healthy work environment, including, but not limited to, guidelines for work-life balance, flexible work arrangements, leave policies and medical insurance. Training and Education: In close collaboration with relevant stakeholders, HR provides training sessions for employees and management on recognizing the signs of burnout and understanding its impacts on wellbeing and productivity. Support Services: Managing resources such as Employee Assistance Programs (EAPs) that provide counseling, mental health resources, and stress management support for employees experiencing burnout. Consulting Services: HR supports managers and staff in grievances, dispute, and conflict resolutions as well as team-building and workforce planning matters.
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ROLE OF WELLNESS PROGRAM
Resource Provision and Development: e.g., Election Stress Guide, Monthly R&R, Inspire Wellbeing Teams Channel Awareness Campaigns: Our staff wellness team runs campaigns to educate staff about the importance of self-care, recognizing burnout signs, and available support resources. Monitoring and Evaluation: Regular assessment of wellness initiatives and their effectiveness in addressing burnout to refine programs to better meet employee needs. Empowerment: We aim to empower employees to take control of their wellbeing through personal development opportunities and skills training, such as resilience building.
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ROLE OF MANAGER (1/2)
Support and Recognition: Managers should actively support their team members, recognize their contributions, and create an environment where employees feel valued and appreciated. Open Communication: Establishing open lines of communication encourages employees to discuss their workloads and stressors, helping managers identify signs of burnout early. Workload Management: Managers must ensure that workloads are manageable and distribute tasks fairly among team members to prevent overwhelming any individual.
CLICK TO ADVANCE
ROLE OF MANAGER (2/2)
Encouragement of Self-Care: Managers should promote a culture of self-care by encouraging breaks, time off, and healthy work-life balance, modeling these behaviors themselves. Regular Check-Ins: Conducting regular one-on-one meetings can help managers gauge employee morale and wellbeing, providing an opportunity to address concerns related to burnout. Training and Development: Managers can advocate for and facilitate access to training and resources that support staff mental health and resilience.
CLICK TO ADVANCE
INDIVIDUAL ROLE
Self-Awareness: Pay attention to changes in your energy, motivation, and mood. Recognizing early signs of stress or exhaustion allows you to take proactive steps before burnout sets in. Boundary Setting: Be intentional about managing your workload and communicating limits when capacity is stretched. Protecting your time for rest and recovery supports long-term effectiveness. Open Communication: Share concerns or challenges with your manager or trusted colleagues. Speaking up early helps identify solutions and prevents issues from compounding. Support Seeking: Utilize available resources such as the Employee Assistance Program (EAP), the Wellness Team, or HR if you need additional help managing stress or personal challenges.
ROLES BURNOUT
Andrea Tibbetts
Created on October 22, 2025
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Transcript
ROLES
CLICK TO ADVANCE
ROLE OF HR
Policy Development: HR is responsible for providing organization tools to promote a healthy work environment, including, but not limited to, guidelines for work-life balance, flexible work arrangements, leave policies and medical insurance. Training and Education: In close collaboration with relevant stakeholders, HR provides training sessions for employees and management on recognizing the signs of burnout and understanding its impacts on wellbeing and productivity. Support Services: Managing resources such as Employee Assistance Programs (EAPs) that provide counseling, mental health resources, and stress management support for employees experiencing burnout. Consulting Services: HR supports managers and staff in grievances, dispute, and conflict resolutions as well as team-building and workforce planning matters.
CLICK TO ADVANCE
ROLE OF WELLNESS PROGRAM
Resource Provision and Development: e.g., Election Stress Guide, Monthly R&R, Inspire Wellbeing Teams Channel Awareness Campaigns: Our staff wellness team runs campaigns to educate staff about the importance of self-care, recognizing burnout signs, and available support resources. Monitoring and Evaluation: Regular assessment of wellness initiatives and their effectiveness in addressing burnout to refine programs to better meet employee needs. Empowerment: We aim to empower employees to take control of their wellbeing through personal development opportunities and skills training, such as resilience building.
CLICK TO ADVANCE
ROLE OF MANAGER (1/2)
Support and Recognition: Managers should actively support their team members, recognize their contributions, and create an environment where employees feel valued and appreciated. Open Communication: Establishing open lines of communication encourages employees to discuss their workloads and stressors, helping managers identify signs of burnout early. Workload Management: Managers must ensure that workloads are manageable and distribute tasks fairly among team members to prevent overwhelming any individual.
CLICK TO ADVANCE
ROLE OF MANAGER (2/2)
Encouragement of Self-Care: Managers should promote a culture of self-care by encouraging breaks, time off, and healthy work-life balance, modeling these behaviors themselves. Regular Check-Ins: Conducting regular one-on-one meetings can help managers gauge employee morale and wellbeing, providing an opportunity to address concerns related to burnout. Training and Development: Managers can advocate for and facilitate access to training and resources that support staff mental health and resilience.
CLICK TO ADVANCE
INDIVIDUAL ROLE
Self-Awareness: Pay attention to changes in your energy, motivation, and mood. Recognizing early signs of stress or exhaustion allows you to take proactive steps before burnout sets in. Boundary Setting: Be intentional about managing your workload and communicating limits when capacity is stretched. Protecting your time for rest and recovery supports long-term effectiveness. Open Communication: Share concerns or challenges with your manager or trusted colleagues. Speaking up early helps identify solutions and prevents issues from compounding. Support Seeking: Utilize available resources such as the Employee Assistance Program (EAP), the Wellness Team, or HR if you need additional help managing stress or personal challenges.