As COVID-19-related stress continues to grip workforces, burnout is on the rise. In a recent poll of US-based workers, more than half reported feeling symptoms of burnout, and the condition comes with an extremely high cost. More than 95 percent of human resource leaders feel that burnout is sabotaging retention efforts, and it’s estimated that between $125 million and $190 billion is spent on healthcare costs related to stress. And that was before the global health crisis struck. There are a few things managers can do, though, if they fear their employees are becoming burned out. First, consider workloads. Productivity is king in today’s marketplaces, but you won’t be productive for long if you’re constantly battling turnover. Ask your employees how they are strained and figure out sustainable workloads for everyone. Additionally, consider the additional stresses of performance expectations and weigh them against the added value. Are objectives relevant and timelines appropriate? Finally, prioritize work-life balance. As more employees find themselves working from home, it can be difficult to set boundaries between person and professional life. Let them know it’s appropriate to have an official sign-off time and not to respond during personal hours.