70% of employees feel that their organisations are not doing enough to promote wellbeing in the workplace, with a lack of support from their leaders being the number one cause for professional burnout, according to a recent survey on workplace burnout by Deloitte

So what can you, as a leader do to promote wellbeing and reduce feelings of burnout and overwhelm in your team?

1. Improve workplace culture

Recent research shows that 1 in 3 employees do not feel comfortable taking vacation time. Not only that, but changes in workplace situations means more and more people are working from home, making it more difficult to “switch off” from work and enjoy leisure time at all.

By curating a culture that enables your team to fully integrate their work with their personal life, focusing on the task at hand and then “switching off” to enjoy their personal time, you’re sure to see an improvement in your team’s focus, resilience and passion for work.

2. Focus on strengths, not weaknesses

Have you ever been in a position where even a small mistake feels like the sky is falling, but a huge achievement never seems to be recognised? While it’s important to help your team learn and grow from mistakes, if your focus is solely on your team’s failings they’ll soon feel under-appreciated and overworked – a sure-fire way to lead to burnout.

As a leader, focusing on your team’s strengths not only increases their wellbeing, but is shown to result in higher engagement, sales, profit and customer engagement scores. So make sure that any issues are discussed with your team – but celebrate their successes too.

3. Lead mindfully

When I start a workplace meeting with a team member, I make sure never to launch into heavy work conversations at the start of the meeting. Instead, I’ve adopted a practice of us each sharing about our week – what was one thing you’re grateful for? One thing you’re proud of? Something that made you smile? Something that’s a challenge this week?

By starting out meetings in this manner, I have a deeper understanding of my team’s headspace for the week, and am developing better relationships with them overall. Remember, a good leader is not just about being the expert that people rely on and delivering good work. It’s about understanding what lifts your and your team’s energy, what drains it and how to direct it.


Being responsible for your team’s wellbeing isn’t about controlling their emotions, managing their mind or mandating that they attend corporate wellness seminars. It’s about leading authentically, building trust and accountability, and curating a positive space in which your team can thrive.

How do you ensure your team’s wellbeing is looked after?