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Aflac Voices - Jamie Lee: Preventing Burnout and a Call to Action for Employers
By Jamie Lee, chief culture officer, Aflac Incorporated NORTHAMPTON, MA / ACCESS Newswire / October 31, 2025 / Originally published on Aflac NewsroomAs a senior leader in HR, I've spent my career focused on one central truth: Our people are our …
By Jamie Lee, chief culture officer, Aflac Incorporated
NORTHAMPTON, MA / ACCESS Newswire / October 31, 2025 / Originally published on Aflac Newsroom
As a senior leader in HR, I've spent my career focused on one central truth: Our people are our greatest asset. But today, that asset is under strain. According to the 2025-2026 Aflac WorkForces Report, burnout among American workers has reached a seven-year high, with nearly 3 in 4 employees (72%) reporting moderate to very high stress levels. That's not just a statistic - it's a wake-up call.
Burnout isn't just about long hours or tight deadlines. It's a complex issue driven by heavy workloads, financial stress, caregiving responsibilities and a growing sense of uncertainty. Gen Z, in particular, is feeling the pressure, with 74% reporting burnout, surpassing millennials (66%).
So, what can we do? Here are five actionable strategies I believe every organization should consider to help create environments where people can thrive, not just survive:
1. Make mental health support visible and intentional.
According to the 2025-2026 Aflac WorkForces Report, only 48% of employees believe their employer genuinely cares about their mental health - a drop from 54% in 2024. That perception gap matters. Employees who feel unsupported are more likely to disengage, burn out or leave. We must build mental health into the fabric of our culture by offering flexible schedules, adequate PTO and access to self-care resources. But it doesn't stop there - as HR professionals, we should actively remind and encourage employees to take advantage of these programs. And we should empower the people leaders in our organizations with the information they need to point their team members in the right direction.
2. Communicate benefits clearly and often.
We are in the middle of open enrollment season, so it's a good time to remind ourselves that benefits are only valuable if employees understand and use them. Yet, according to the report, only 42% of employees feel confident in understanding their health insurance policies, and 69% wish their organizations provided more information about their benefits. Let's rethink how we communicate - using plain language, regular touchpoints and personalized guidance to ensure our teams feel informed and empowered. For example, at my company, we spend the weeks leading up to open enrollment hosting webinars, publishing content and sending internal reminders about the benefits available to employees so that on the first day of open enrollment, they can log in prepared to make any adjustments needed.
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