As leaders, we want our team members to shine—reaching their full potential and experiencing fulfillment—rather than descending into the state of limbo we call “burn out.”

of World Health Organization defines burnout as a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. Although not officially listed in the DSM-5 (Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition), burnout is recognized as a considerable risk for employee well-being and productivity.

While fire is a risk to physical safety, burnout is a risk to psychological safety and organizational success. Here's how we can apply proven fire safety protocols to mitigate the risk of individual and collective burnout in the workplace.

Connected: 3 insights from the first large-scale study on burnout and entrepreneurs

1. Burnout Prevention: Proactive Measures

Identify “ignition sources”

As a leader, you are the provider of attention and cognitive resources to your team. Prevent burning by tuning workloads and providing balanced and realistic assignments. Help team members focus on what they can control and prioritize based on importance rather than urgency. Encourage regular micro-breaks to lower their stress response and cultivate a culture of calm. Think of small breaks as buffers between flammable materials and potential sources of ignition.

Install “fire alarms” and “smoke detectors”

Early detection is critical. Implement regular checks and surveys for burn marks. These are your smoke detectors, alerting you to stress and chronic fatigue before they become debilitating challenges. Companies around the world use tools like Resistance Assessment to proactively measure factors that contribute to burnout, such as anhedonia, self-criticism, sensitivity fatigue, and procrastination.

Appoint burn safety officers

Just as you might have fire marshals within your team, consider appointing “burn safety officers.” These individuals become responsible for monitoring and assessing burn hazards. Upgrade them with mental health first aid courses or resilience coach training. A network of passionate coaches builds awareness and provides active support to the team.

2. Burn Suppression: Immediate response

Quick interventions

People often forget that help is available when they are in a downward spiral, so regularly promote resources such as EAPs, counseling services, awareness apps, micro-habits and resilience workshops. These are your fire extinguishers, providing instant relief and support when stress levels rise. Burn safety officers can be essential in signaling people to available resources.

Burnout exercises

Train your team on it recognize the signs of burning and know the steps to take. Make discussions about mental health a stigma-free aspect of your workplace culture, just like regular fire drills. Normalize peer checks, where team members ask each other questions like “Are you okay?” and “Do you need any support?”

Connected: How I pulled myself out of burnout and turned my ambitions into reality

3. Containment of combustion: Limitation of damages

Set boundaries and limits

Sometimes, sparks of intensity will ignite. This is when you need to set clear working hours and encourage employees to stick to them. Model the behaviors you want to see in your team—such as not texting late at night or being the last to leave the office. Emphasize the importance of vacations and breaks from work during the weekend. THESE BORDERS are similar to fire doors and barriers that help contain the spread of fire.

Project segmentation

Segment large projects or work streams into discrete, manageable chunks of work. Create redundancy and strive for transparency so that all team members are clear accountability and expectations. This is very similar to partitioning a building to limit fire damage.

4. Evacuation plans: Safe exits

Provide burn mitigation procedures

Establish clear procedures for employees to rest and recover if they are experiencing severe burns. This may include flexible working arrangements, mental health days or holidays. Equip staff with tools such as a Resilience Assessment or wellness training so they have tools to renew themselves and a clear action plan for getting back to work. Tools like ACT – acceptance and commitment therapy – can dramatically speed healing from grief and distress.

Build support networks

Create support networks within your organization and encourage employees to share their experiences. A Teams or Slack channel is a good start. In my experience delivering hundreds of resilience workshops, the best leaders often share a story about their own burnout and subsequent growth, demonstrating vulnerability and authenticity. Lead with values to help people connect with your purpose and stay focused on what really matters.

5. Post-incident analysis: Learning and improvement

Burn reviews

Use feedback to continuously improve the work environment, just like analyzing a fire incident to prevent future occurrences. After a burnout incident, review what happened and how to improve your prevention strategy. Demonstrate true compassion for the individual and to build trust rather than simply focusing on productivity and performance risks.

Continuous improvement

Regularly update training programs with the latest research and strategies for burnout prevention. Make sure your organization adapts to new challenges and remains resilient. Share what you've learned from burnout reviews and demonstrate how you're proactively working to address potential sources of burnout.

Connected: How to escape entrepreneurial burnout when you just can't quit

CONCLUSION

Radiant brilliance is the optimal state for any employee. It means being engaged, present, motivated and productive. But there's a fine line between peak performance and burnout.

The strategies above, inspired by fire safety protocols, can help managers create a workplace where employees thrive. But remember, safety starts at the top, so walk before you talk. This is the secret to success in any cultural transformation.