From Burnout to Balance: Supporting Employee Wellness in Local Government

In today’s fast-paced world, city employees are working harder than ever. Long hours, tight budgets, and public pressure can lead to one serious issue: burnout. For local governments, burnout is more than a personal problem—it’s an organizational risk. When your team is tired, stressed, or unmotivated, performance suffers. So does public trust.

But there’s good news. City managers can take simple, effective steps to support employee wellness and prevent burnout. Here's how.

Why Burnout Is a Big Deal in Local Government

Burnout is more than just being tired. It’s a mix of physical exhaustion, emotional fatigue, and a sense of disconnection from work. In local government, it can show up as:

• High turnover

• Low morale

• Missed deadlines

• Poor customer service

• More sick days

  
  

Because local government often runs lean, every team member counts. When even one employee struggles, the ripple effects can be wide. That’s why city managers must lead the way in creating a culture of wellness.

Start with Awareness

You can’t solve a problem you don’t see. The first step is to recognize signs of burnout. These may include:

• Increased irritability or tension among staff

• Sudden drop in productivity

• More frequent mistakes

• Withdrawal or lack of engagement in meetings

• Complaints about workload

  
  

Once you notice the warning signs, take action. Don’t wait for things to get worse. Early intervention can prevent bigger problems later.

Encourage Open Communication

Your team needs to know it’s safe to speak up. Create space for honest conversations. During one-on-one meetings, ask questions like:

• How are you managing your workload?

• What’s been challenging for you lately?

• Is there anything I can do to support you?

  
  

Also, listen without judgment. Sometimes, employees just need to be heard. A culture of communication builds trust, and trust reduces stress.

Offer Flexibility When You Can

City work can’t always be flexible—but when it can, it should. Consider:

• Hybrid schedules for eligible roles

• Compressed workweeks

• Remote work options during off-peak times

• Shift swaps for frontline workers

  
  

Even small flexibility shows staff you care about their time and well-being. And when employees feel respected, they perform better.

Promote Work-Life Balance

Many employees struggle to “switch off” after hours. That’s why city leaders need to model healthy boundaries. Here’s how:

• Don’t send late-night emails unless it’s urgent

• Avoid expecting instant replies outside work hours

• Set realistic deadlines that respect personal time

  
  

Encourage employees to take vacation—and actually unplug. Time off is not a luxury; it’s a necessity for sustainable performance.

Create Wellness Programs That Work

You don’t need a huge budget to support wellness. Start with small, meaningful steps:

• Invite a guest speaker on stress management

• Offer walking meetings or stretch breaks

• Bring in a mental health counselor for a lunch-and-learn

• Share wellness resources in your employee newsletter

• Encourage peer recognition and appreciation

  
  

Wellness isn’t just physical. Emotional, social, and mental well-being all matter. A well-rounded approach helps employees feel balanced and supported.

Train Supervisors to Spot and Stop Burnout

Your supervisors are on the front lines. They notice when something’s off—if they know what to look for. Offer short, practical training that helps them:

• Recognize signs of stress and burnout

• Respond with empathy and support

• Redirect workloads when needed

• Know when to escalate a concern to HR or EAP

  
  

Leadership training isn’t just for top-level staff. Supervisors shape the daily work experience, so their support is key.

Recognize and Reward Your Team

Everyone wants to feel seen and appreciated. Regular, genuine recognition goes a long way. Consider:

• Shout-outs during team meetings

• Monthly recognition programs

• Handwritten notes of thanks

• Surprise treats or small tokens of appreciation

  
  

Recognition doesn’t have to cost much—it just has to be sincere. When people feel valued, they stay engaged.

Measure and Adjust Your Wellness Efforts

You can’t improve what you don’t measure. Use surveys to ask staff how they’re doing. Keep the questions simple:

• How stressed are you at work?

• Do you feel supported by your manager?

• What would help you feel more balanced?

  
  

Take the feedback seriously and act on it. Over time, small tweaks can lead to big improvements in morale and retention.

Lead by Example

As a city manager, your actions speak louder than your policies. If you take breaks, use vacation time, and show care for your own health, others will feel safe doing the same. But if you’re always “on,” your staff will feel pressure to do the same.

Self-care is not selfish—it’s leadership in action.

Conclusion: Wellness Is a Win-Win

When city employees are well, cities run better. Services improve. Innovation grows. Trust is built. And staff stay longer, saving time and money on hiring.

Burnout doesn’t go away on its own. But with small, smart changes, city managers can turn the tide. Start today—your team, your residents, and your city will thank you.