Manager stress and burnout are on the rise. Regardless of organisational size, managers face unique challenges and pressures. According to Harvard Business Review, 53% of managers are burned out. Why? Because managers must juggle burdensome workloads, team management, inadequate training, and performance pressures. This can lead managers to feel exhausted and, ultimately, burnt out.
But how do managers overcome burnout? How do they recover from exhaustion and adverse mental health outcomes? In this article, we’ll explore why managers are feeling burned out and how organisations can take measures to support their managers with their mental health and wellbeing.
Exploring leadership stress and burnout management
How leaders can be proactive about their wellbeing and minimise risks of burnout.
Measures organisations can take to prevent leaders from experiencing symptoms of burnout.
How leaders can recover from burnout and utilise strategies to prevent burnout from happening.
Manager Burnout Symptoms: Warning Signs to Watch
With managers juggling a lot, it’s no wonder burnout rates in leadership are rising. Alarmingly, 61% of Aussie workers are experiencing burnout, Mental Health First Aid Australia reports. And in fact, that’s 21% higher than the global average (40%). But there are many signs and symptoms of burnout to watch out for, especially for leaders:
Emotional and mental signs of manager burnout
- Leaders can experience increased irritability and cynicism.
- May display signs of detachment, disengagement, and negativity towards work and colleagues.
- They may feel overwhelmed, anxious, and hopeless, leading to an inability to cope.
- Their focus may be skewed, and their decision-making slowed, resulting in a perceived difficulty concentrating.
Behavioural and performance signs of manager burnout
- Managers may experience reduced productivity, for example, miss deadlines and SLAs and may procrastinate work tasks.
- Leaders who are experiencing burnout may withdraw and isolate themselves from others, such as avoiding events and team gatherings.
- Managers may also become more absent from work, taking more sick days – otherwise known as absenteeism.
- Quality may dip, leading to increased errors and mistakes, or poor judgment calls.
- They may feel a need to overwork and gatekeep their workload, meaning they’re reluctant to delegate tasks to others.
Physical signs of manager burnout
- Leaders may seem more exhausted and drained, with signs also being fatigue and meagre energy.
- Managers may also experience sleep issues, such as insomnia. This can lead to difficulty falling asleep.
- Leaders may also display physical distress such as headaches, higher heart rate, changes in appetite, etc.
- Burnout can lead to a weakened immune system, so exhausted leaders may succumb more easily to illnesses such as the common cold.
How to Manage Stress and Burnout in Leadership Roles
There are a number of ways you can prevent stress from taking hold – especially at work. First and foremost, a healthy mind can foster greater resilience. But this can be difficult when you’re faced with workplace stress. Here are numerous practical stress management techniques you can use.
Leadership burnout mitigation strategies
- Undertake self-care techniques and address challenges in your routines and habits. For example, are you getting enough sleep? Are you eating healthily? Are you getting enough exercise? These steps help minimise symptoms of burnout.
- Set firm boundaries so you’re not taking on too much. Define your work hours so you’re not interrupted during your rest time, minimise checking notifications and emails after-hours, and say no if your workload is too high.
- Delegate tasks amongst your team and build a support system by engaging your EAP program and connecting with other leaders and colleagues.
- Develop routines so your day is structured, you’re able to prioritise tasks, and feel less overwhelmed.
Organisation burnout mitigation strategies
- Business owners and organisations should frequently evaluate workloads to ensure balance.
- Ensure managers have adequate training and resources to manage their wellbeing and understand how to manage their workload strategically. This can be achieved through manager support and career coaching, as well as training and coaching via EAP to help leaders further develop prioritisation skills and time management techniques.
- Promote and advocate for wellness within your organisation. Ways this can be achieved include training, coaching, and mental health resources from your EAP.
- Foster open and transparent communication with managers so they feel comfortable when they’re facing significant challenges.
- Feedback and outlining clear expectations help leaders understand what is required of them and minimise ambiguity.
Stress Management for Managers: Effective Techniques
Managing stress isn’t easy. But if leaders take care of their wellbeing, it can prevent burnout and stress from becoming unmanageable. So, where do they start?
Leaders can adopt simple practices to help prevent burnout, such as getting enough sleep, eating nutritious meals, and staying active. Other helpful methods include being open and transparent when early signs of burnout appear.
Beyond this, managers can also adopt proactive workplace habits that build resilience. This includes setting realistic expectations, modelling healthy boundaries, taking regular breaks, and seeking coaching when needed. Checking in with trusted colleagues, accessing EAP support, and practising mindfulness-based strategies can also make a meaningful difference. By prioritising their own wellbeing, leaders are better equipped to support their teams and foster a healthier workplace culture.
Executive Burnout Recovery: Steps Toward Resilience
Executive burnout is increasingly common in high-pressure environments, where decision fatigue, competing priorities, and constant demands can erode wellbeing over time. According to a study on stress among executive leaders, 64% reported work-related stress. Some of the primary motivators for this stress in executive cohorts were quality of life (44%) and work-life balance (7.4%). As a result, building mental resilience is vital to combat burnout and stress.
Recovery begins with recognising the signs – chronic exhaustion, reduced performance, irritability, or detachment. Once acknowledged, leaders can take intentional steps toward rebuilding resilience. This may include temporarily reducing workload, reconnecting with purpose, and engaging in professional support such as EAP counselling or coaching.
Equally, restoring healthy routines – quality sleep, balanced nutrition, physical activity, and meaningful downtime – plays a critical role. Executives should also reassess boundaries, delegate where possible, and establish sustainable work habits. By taking a structured and compassionate approach to recovery, leaders can return with renewed energy, clarity, and long-term resilience.
Manager stress & burnout
by the numbers
Leadership burnout is rising globally and in Australia. Here’s what the data tells us.
of managers report feeling burned out, according to Harvard Business Review
of Australian workers are experiencing burnout
higher burnout rates in Australia compared to the global average
is the global average burnout rate among workers
of executives report experiencing work-related stress
say stress is impacting their quality of life
identify work–life balance as a key stress driver
How Managers Handle Stress at Work: Practical Tips
Managers face unique pressures, from supporting teams to meeting organisational expectations. Handling stress effectively requires practical, everyday strategies that fit into busy schedules. Start by:
- Prioritising tasks realistically and breaking complex challenges into manageable steps.
- Building strong communication habits, such as clearly setting expectations.
- Addressing issues early also helps reduce unnecessary pressure.
Managers can benefit from creating moments of pause throughout the day, whether through breathing techniques, short walks, or brief mindfulness exercises. Leaders can try the 5,4,3,2,1 breathing technique to feel more grounded and minimise stress. The 5-4-3-2-1 breathing exercise is a grounding technique where you slowly breathe while noticing 5 things you see, 4 things you feel, 3 things you hear, 2 things you smell, and 1 thing you taste to calm your mind and body.
In addition, leaders should seek peer support or mentoring, which can provide perspective, while leveraging EAP services offers confidential professional guidance.
Importantly, modelling healthy behaviour – taking breaks, disconnecting after hours, and practising self-care – sets the tone for the entire team. The workplace often has a see, think, do mentality. When leaders and employees are immersed in a wellbeing-positive culture rather than an overworked one, and leaders model burnout mitigation techniques, others may follow suit, leading to a healthier, happier workforce. With consistent, practical approaches, managers can navigate stress more effectively and support a healthier, more productive workplace.
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Recapping Manager Stress & Burnout: Signs, Symptoms, & Recovery
What Are The Most Common Manager Burnout Symptoms?
Common manager burnout symptoms can appear emotionally, behaviourally, and physically. Leaders may experience irritability, cynicism, detachment, overwhelm, or difficulty concentrating. Performance may decline, with reduced productivity, increased mistakes, missed deadlines, or reluctance to delegate. Burned-out managers may withdraw from others, take more sick days, or isolate themselves from team activities. Physical symptoms often include fatigue, sleep issues such as insomnia, headaches, changes in appetite, and a weakened immune system.
How Can Managers Deal With Burnout And Stress Effectively?
Managers can manage burnout more effectively by adopting wellbeing-focused habits and proactively addressing early signs. Prioritising sleep, nutrition, and physical activity helps stabilise energy and mood. Setting healthy boundaries, reducing after-hours work, and delegating tasks can ease the load. Managers should also seek support through their EAP, mentoring, or trusted colleagues to gain perspective. Creating structured routines and addressing challenges early reduces overwhelm and prevents stress from escalating.
What Are The Best Stress Management Techniques For Managers?
The best stress management techniques for managers include a combination of self-care and practical workplace habits. These may involve getting adequate rest, eating well, and staying active. Leaders can also benefit from mindfulness strategies, regular breaks, and grounding techniques like the 5-4-3-2-1 method. Setting realistic expectations, communicating clearly, and addressing issues early lower pressure and helps managers feel more in control. Accessing coaching or EAP counselling further supports resilience and healthy coping.
How Can Leadership Teams Focus On Preventing Burnout?
Leadership teams can prevent burnout by taking a collective, proactive approach to wellbeing. Organisations should regularly evaluate workloads, ensure managers have adequate training, and foster psychologically safe communication. Providing access to wellbeing resources – such as coaching and Employee Assistance Programs – equips leaders to manage challenges effectively. Clear expectations, supportive feedback, and open dialogue minimise ambiguity and reduce strain. A workplace culture that models balance, boundaries, and wellbeing is one of the strongest buffers against burnout.
What Are Proven Methods For Executive Burnout Recovery?
Proven methods for executive burnout recovery begin with recognising symptoms early and addressing them intentionally. Executives may need to reconnect with meaning and purpose and engage in professional support such as EAP counselling or coaching. Re-establishing healthy routines – quality sleep, balanced nutrition, regular exercise, and restorative downtime – is essential. Delegation, more precise boundaries, and sustainable work habits help prevent relapse. With a structured recovery plan, executives can regain energy, clarity, and long-term resilience.
