Rethinking Employee Wellness: Self-Care, Mindfulness, and the Power of Play 

There is a real disconnect in the culture of American companies. A recent Gallup survey of Chief Human Resource Officers reveals that employee wellbeing ranks among the top organizational priorities of the year, however, it has yet to make a difference in the workforce as only 21% of employees agree their organization cares about their overall wellbeing. This is a record low.  

Burnout is the Most Pressing Issue  

New research shows that 66% of American employees are experiencing some sort of burnout in 2025. Burnout costs businesses $322b annually in lost productivity. In addition, healthcare costs reached $190b, with many seeking emergency room care or long-term mental health care. 

Reducing burnout leads to higher productivity and better financial health for organizations. Addressing burnout can lower health expenditures and shows the employer cares about employees’ well-being. Additionally, burnout is a driver of turnover, as employees dealing with workplace burnout and emotional exhaustion are more likely to leave. And it goes without saying, high turnover due to stress disrupts businesses, damages morale, and signals larger issues in employee experience and support. 

Humans handle burnout by drawing on a collection of their mental and physical adaptive systems for short-term survival in acutely stressful situations. These systems are connected to our amygdala, the part of the brain responsible for our fight/flight/freeze response. While we are fortunate for this brain functioning and adaptability, we can only sustain this surge capacity for so long – usually about six months. 

• Considering how burnout affects people, this is cause for concern. Drs. Emily and Amelia Nagoski identified three main components of burnout: Emotional exhaustion, which is the fatigue that comes from caring too much for too long. 

• Lack of accomplishment, an unconquerable sense of futility, the sense that nothing you do makes a difference. 

• Depletion of empathy, detachment and depersonalization which is the depletion of empathy, caring, and compassion. 

It’s easy to see how burnout can translate into lower employee engagement and productivity. Fortunately, every company leader and manager can encourage practical steps their employees can take to recover from burnout and even thrive amid a challenging time.  

Encourage and Support Self-care 

It’s well known that good nutrition, sufficient sleep and exercise are important for our bodies in general and even more important during times of stress.  Sleep is a key tool in the self-care arsenal. But, according to the Centers for Disease Control and Prevention, more than one in three U.S. adults don’t get enough sleep. Extensive research has drawn links between mental health and sleep hygiene, with better sleep associated with enhanced creativity and better performance at work. 

Encouraging and supporting your employees to eat healthily and exercise can also go a long way to helping them counteract the debilitating effects of burnout. Many organizations offer direct support and even incentives for dialing up self care. It also goes hand in hand with mindfulness.  

Tap Into the Power of Mindfulness 

While mindfulness was once reserved for yoga gurus and meditation retreats, research shows  the real and powerful benefits of this practice. During mindfulness, the brain changes. The central nervous system becomes calm, and both our emotional intelligence and intuition increase. 

Mindfulness is the act of focusing our awareness on the present moment. It involves purposefully bringing awareness and attention to our thoughts, feelings, and sensations in our bodies without judgement. Experts now say that mindfulness practices can improve overall well-being, reduce stress, and increase focus and productivity.  

Play For Your Health 

Studies have shown that people who play are more adaptive and innovative and enjoy more positive relationships. In fact, according to the National Institute for Play, play is vital for human health and well-being. It generates optimism, spurs curiosity, fosters empathy, cultivates perseverance, and leads to mastery.  

Creativity and play also go hand in hand. When we play, we move into a physical and emotional state that allows our creativity to flow more naturally. As our logical and analytical networks take a break, our brain can start making insightful connections. 

Neuroscience has shown that playful environments powerfully shape the cerebral cortex, the part of the brain where the highest level of cognitive processing takes place. Knowing that, it makes sense that minimal play stifles creative energy. 

In addition, playing sends a signal to your body that the environment is safe again, allowing it to come down from its high alert status. So, help your employees find a way to build more play into their days. Whether something simple and solitary or complex and collaborative, the key is to make it fun. Ideally, facilitate a good play session at least once per week; more is even better. And keep in mind the result of not making this a priority. According to Brian Sutton-Smith, a play theorist: “The opposite of play is not work. It’s depression.” 

The Way Forward 

While it might seem counterintuitive to be developing new skills right now, challenging times are opportune for just that. For managers, this time of stress is perfect for learning how to lead people who are experiencing burnout. 

Our brains are powerful allies at this time, and you can tap into that power by encouraging your employees to embrace self-care, mindfulness, and play. As you and your employees continue adapting to the changes that the pandemic launches, finding ways to reduce stress will go a long way to a healthy, thriving workplace.  

Dr. Britt Andreatta is an internationally recognized thought leader who uses her background in leadership, neuroscience, psychology, and education to create science-based solutions for today’s workplace challenges. Britt is the CEO of Brain Aware Training and former CLO for Lynda.com (LinkedIn Learning). She is the author of several best-selling books on the brain science of success including Wired to Grow, Wired to Resist, Wired to Connect, and Wired to Become. In 2024, she was awarded the ATD Thought Leader Award. She has also been named as a Top 10 Influencer in Learning and a Top 20 Influencer for Leadership Development. Dr. Andreatta regularly consults with organizations on leadership development and learning strategy. 

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