Managers, Friends, and Colleagues: How to Support Someone Experiencing Burnout

Burnout is real — and support matters

While companies are increasingly taking burnout seriously and implementing prevention measures, occupational exhaustion remains a reality.
To prevent more severe consequences on mental and physical health, it’s possible — and crucial — to support and accompany those experiencing burnout.

Here are practical tips for family members, friends, colleagues, and employers to adopt the right approach and avoid harmful mistakes.

Burnout: how to recognize the signs

Before you can help, you need to determine if you’re really facing a case of burnout.

Understanding what burnout is

Burnout is a state of physical, mental, and emotional exhaustion caused by chronic work-related stress or overwhelming responsibilities — though the causes are often multiple.

It manifests as severe fatigue, reduced effectiveness, disengagement, and cognitive or emotional disturbances.
It deeply impacts health and quality of life, and often leads to extended sick leave.

Burnout vs. temporary fatigue

Ordinary fatigue is short-term and improves with rest — something everyone experiences.‍

Burnout, however, stems from prolonged stress and has deeper, long-lasting symptoms. It severely impacts health (e.g., sleep disorders, pain, depression) and requires professional intervention to restore balance.

Psychological and emotional warning signs

Warning signs that friends, colleagues, or family members might notice include:

• Loss of motivation
• Negative self-talk or pessimism
• Irritability or heightened emotional reactions
• Detachment or cynicism
• Sadness and anxiety
• Sense of helplessness and low self-esteem
• Isolation at work and in personal life

Physical symptoms to watch for

Burnout affects the body as well as the mind. Physical signs may include:

• Sleep disturbances, chronic fatigue, loss of energy
• Muscle and joint pain
• Increased heart rate linked to anxiety
• Weight loss or gain
• Headaches, dizziness, or vertigo

How to help someone experiencing burnout

If you’ve noticed these symptoms in someone close to you, here are the best ways to offer help.

1. Listen openly and without judgment

Letting someone in burnout express themselves freely is often the first step toward recovery. Encourage open communication without pushing them to talk or interrogating them — which can add pressure.

Show presence and empathy, giving them space to share feelings without fear of judgment.

2. Offer practical, tailored advice

Suggest concrete solutions to reduce stress at work and address underlying causes — but adapt these to the individual, as needs differ.

Your moral and practical support can make a difference. Examples include:

• Encouraging rest
• Helping with daily tasks
• Taking care of children
• Suggesting relaxing activities (e.g., mindfulness meditation, nature walks, reading)
• Supporting professional reorientation if needed

3. Avoid common mistakes

When supporting someone in burnout, do not:

• Minimize or dramatize their situation — this can trigger guilt and deepen emotional distress
• Make blaming or moralizing remarks (“You should have seen this coming”)
• Overlook the work context (e.g., excessive workload, toxic management) that may have caused the burnout

Finally, take care of yourself too. As a partner, friend, or family member, you can’t help effectively if your own health is at risk. Don’t hesitate to involve professionals or external support to share the responsibility.

How employers can help employees in burnout

Employers have a key role in supporting team members in burnout. Here are priority measures.

Reassess workload and organization

Ensure tasks are fairly distributed, objectives are realistic, and managerial support is in place. These measures work both as prevention and as part of recovery for someone already experiencing burnout.

Protect the right to disconnect

Respecting work-life boundaries is essential. Employees should be able to disconnect outside of working hours without fear of consequences.

Companies can set clear rules — e.g., limiting email sending times — and encourage managers to lead by example.

Build a wellbeing-focused culture

Promoting workplace wellbeing boosts employee engagement and satisfaction.
Actions include:

• Discussion spaces for employees
• Preventive initiatives (workshops, awareness sessions)
• Recognition of individual and team efforts

A caring culture fosters personal growth, protects mental health, and reduces burnout risk.

Provide accessible support resources

Offer employees in difficulty:

• Psychological counseling
• Coaching
• Return-to-work programs
• Referral to specialists

Helplines, Employee Assistance Programs (EAPs), and mental health platforms like teale are valuable tools for long-term support.