Employees in this high-pressure industry face chronic stress, fueled by:
Unclear expectations & goals
Insufficient managerial support
Lack of engagement & connection
While burnout can seem inevitable in a high-pressure industry, it doesn’t have to be. Burnout is not simply a reaction to stress—it’s the result of unmanaged, chronic stress.
According to Stephanie Reese, Sr Director of HR at Atlantic Research Group, "Burnout isn’t just about external stressors but also internal pressures; it’s influenced by the personal value we place on achievement and how we manage our environment," she explains.
A common expectation is that individuals must excel in all areas of their life—career, parenting, relationships, and more—every single day. "This unrealistic standard creates unnecessary pressure and is a major driver of burnout," says Reese. She emphasizes the importance of recognizing that you can’t excel in all areas all of the time. "A colleague once told me that giving yourself grace can be a powerful way to ease stress, and it’s advice I’ve carried with me ever since."
Addressing the Source
To effectively combat burnout, HR leaders should focus on:
Managerial Enablement & Support:
Train managers to identify and address burnout early
Provide resources for stress management & mental health awareness
Creating Clear Career Paths & Goals:
Set realistic expectations for employees
Help teams understand how their roles contribute to organizational success
Foster a sense of belonging and collaboration across teams
Burnout isn’t just a personal struggle—it’s a business challenge that requires proactive solutions. By equipping managers, setting clear expectations, and fostering an engaged culture, small biotechs can build a resilient workforce that thrives in high-pressure environments. Investing in employee well-being isn’t just a strategic advantage that drives innovation and long-term success, it’s the right thing to do. To foster positive habits across the organization, leadership teams can start implementing the following core area changes.
Clear Expectations and Goals: When roles and expectations are ambiguous, employee well-being and performance suffer. Clear communication of objectives empowers individuals and reduces stress.
Empower and Inform Managers: Managers play a pivotal role in preventing burnout. Equipping them with tools to provide feedback, manage change, and support struggling employees is critical.
Engage and Connect: Strengthening the sense of belonging within teams and organizations promotes a thriving workplace culture. For example, managers should participate in employee engagement events such as dinners, gatherings, one-on-ones, or other workplace events.
Bridging the gap is crucial. According to Reese, “aligning HR support with managerial needs is key to fostering a resilient, thriving workforce”.
Reese highlights several strategies that can make a significant impact:
Teaching Resilience: "Resilience-building workshops and resources, such as mindfulness training or mentorship opportunities, can empower employees to better manage stress," says Reese.
Workload Management Strategies
Promoting Work-Life Balance
Fostering Mental Health Awareness
Employee Recognition Programs
Training Managers to Spot Burnout
Tackling the Perception That Burnout = Laziness
Reese addresses the misconception that burnout reflects laziness, challenging that it is instead a sign of employees being overwhelmed due to the toll of mental and emotional exhaustion. "Burnout doesn’t mean employees are unmotivated—it means they’re overwhelmed and unable to function at their best," she shares. HR leaders can help change this narrative by focusing on the benefits of addressing burnout. Reese also adds that "Presenting case studies and data that demonstrate these outcomes can help align C-suite leaders with burnout reduction initiatives."
This does not mean that employers will be forced to take on initiatives that aren’t right-sized for their culture and team. As Reese notes, “It’s not a one-size-fits-all solution.” Flexibility can be found in many ways and employers should find what works best for them.
Moving Forward
Burnout is not only isn’t just a personal struggle—it’s a business challenge that requires proactive solutions. By equipping managers, setting clear expectations, and fostering an engaging culture, biopharma companies can build a resilient workforce that thrives in high-pressure environments. The result: A healthier workforce, stronger organizational performance, and a competitive edge in an industry driven by innovation and impact.
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