Although the pandemic exacerbated the issue, burnout has long been a problem in this country. A Deloitte study conducted just before the global health crises set in revealed that 42 percent of employees cited burnout as the primary reason for changing jobs. During the past two years, though, the problem has only gotten worse. A Harvard Business Review poll states the problem plainly: “Over half of all American workers are burned out.” How can business leaders address this issue? First, understand that burnout is built into our national culture. Employees sometimes find it difficult to take time off, especially in roles where work never stops. Find out why your employees aren’t taking breaks, and work with them to understand the importance of rest and recovery. Schedule mandatory time off, if need be. Although you might think it’s a great thing to have a workforce that puts in 60 hours a week every week, in the long term, it’s unsustainable. You also can center your culture on positivity and rewarding good work rather than focus on the negative and be critical of mistakes. Formalize recognition and build your teams to uplift one another. Finally, establish a mentorship program. Your employees—especially the top performers—want to be challenged professionally and grow their careers. Capitalize on that desire by connecting them with mentors that will help them learn new skills and identify their own opportunities for growth.