Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
For years, burnout has been treated as an individual problem. Employees are told to build resilience, take yoga classes, or improve time management.
Indeed Workplace Trends Editor Priya Rathod, who is also Co-Chair of Indeed’s Parents & Caregivers Inclusion Resource Group, believes this view misses the real issue. She joined us on The Future of Work Podcast to say burnout reflects a system that fails to support the realities of modern work and family life.
“Life is hard right now,” she said during the podcast conversation. “We are trying to work hard, but also trying to raise families and be caregivers without a lot of systemic support.”
Her point aligns with Indeed’s Work Wellbeing data, which shows that only 26% of employees feel they are thriving at work. Employees who report low wellbeing are seven times more likely to experience regular stress. That stress translates into absenteeism, reduced productivity, and higher turnover.
The Real Drivers of Wellbeing at Work
Rathod’s research and experience show that employees thrive when they feel energized, included, and trusted. These three factors consistently outperform traditional perks or one-time wellness initiatives.
She says executives need to think about how they build trust, belonging, and energy into everyday management practices.
According to her, this means equipping managers to lead with empathy, listening to employees regularly, and making data-driven changes based on feedback. When companies measure employee sentiment and act on it, they build workplaces where people feel connected and valued.
Parents, Caregivers, and the Push for Flexibility
Rathod co-leads Indeed’s Parents & Caregivers Inclusion Resource Group, which launched just before the pandemic. The timing, she says, was “serendipitous.” As schools and childcare centers closed, the group became a vital support network for working families navigating a historic crisis.
Since then, Indeed has expanded parental leave from four to six months and made it non-gendered, ensuring both parents have equal access. The company also provides backup childcare and virtual health services for families.
Rathod highlights flexibility as the single most important factor for caregivers. Many employees use “micro-shifting,” working in shorter blocks throughout the day to balance family and job responsibilities. This kind of flexibility, combined with hybrid or remote options, helps parents stay engaged and prevents talent loss.
During COVID, nearly two million women left the workforce due to a lack of flexibility. Policies like these can help close that gap.
Boundaries and Belonging as Everyday Practice
For Rathod, burnout prevention also involves intentional boundary-setting. She often blocks time on her calendar for school drop-offs, deep work, or rest. Indeed’s culture supports this by encouraging transparency around personal commitments, even at senior levels.
“It’s a type of boundary setting,” she said.
And when leaders model it, it gives permission for everyone else.
Small practices make a difference: short walks, quiet focus time, better sleep, and intentional breaks all contribute to sustainability. Rathod has even added a walking pad to her workspace to stay active during meetings.
These habits matter, but she emphasizes that they only work when the organization itself supports them. Burnout prevention, she says, must be a shared responsibility between employees and employers.
How Employees Can Stay Engaged in a Shifting Market
In a slower labor market, many professionals are staying in their roles longer, a trend Rathod calls “job hugging.” While stability is valuable, she encourages workers to stay proactive by upskilling and developing AI literacy to stay competitive.
She also stresses the importance of soft skills such as adaptability, empathy, and emotional intelligence. These skills help employees succeed in an evolving workplace and remain relevant as technology advances.
A System Ready for Redesign
Burnout will not disappear through individual willpower alone. It requires workplaces that value human energy as much as output. Rathod’s perspective illustrates how flexibility, inclusion, and meaningful leadership can transform stress into sustainability.
When employees feel trusted and supported, they do more than stay employed. They grow, they innovate, and they thrive.
