While employers must take responsibility for creating work environments that prevent burnout, we can’t ignore that individuals also need space, support, and encouragement to build resilience in their daily lives. But here’s the catch: telling employees to “practice self-care” doesn’t cut it.

What does work? Clear, visible behavioral norms that normalize and encourage healthy practices—not just policies or one-time training sessions. When reinforced by team leaders and embedded in workplace culture, these norms help employees adopt resilience habits that benefit them both on and off the clock.

What Are Behavioral Norms?

Behavioral norms are the unspoken but observable ways people behave in a group or culture. They’re more than values on a wall—they’re lived, repeated, and modeled by leaders and peers alike. A burnout-proof culture not only sets organizational norms (e.g., no emails after 6 PM) but also encourages personal norms that employees can carry into their everyday lives.

Here’s how you can shape behavioral norms that support resilience—and examples for each of the 8 key skills that buffer against burnout.

1. Taking Breaks (Short and Long)

Norm: “We value rest and reset.”

• At work: Teams take 1–2 short “mindfulness minutes” during meetings or transitions. Leaders model walking away from their desks to reset.
• Personally: Employees are encouraged to schedule time on calendars for daily pauses—5–10 minutes for a walk, a quiet moment, or deep breathing.

Support tip: Make it normal to ask, “When’s your next day off?” and celebrate vacation planning as a strength, not a weakness.

2. Sleep

Norm: “We don’t glorify exhaustion.”

• At work: Avoid scheduling early or late meetings, and discourage responding to emails outside working hours.
• Personally: Leaders and colleagues can share what’s helped them build healthier sleep routines, like digital downtime or regular bedtime rituals.

Support tip: Add optional wellness challenges that track hours of sleep instead of productivity hacks.

3. Nutrition

Norm: “We fuel for focus, not just convenience.”

• At work: Provide healthy snacks during meetings or in break areas. Avoid celebrating solely with sugary treats.
• Personally: Encourage thoughtful lunch breaks—away from the desk, with time to eat slowly and socialize.

Support tip: Share favorite quick, nourishing meals in team newsletters or during staff meetings.

4. Movement & Daily Activity

Norm: “We move our bodies to move our minds.”

• At work: Encourage walking meetings or standing breaks. Have a culture where it’s normal to stretch or walk mid-day.
• Personally: Promote easy daily movement routines—dancing, gardening, walking the dog—as valid and valuable.

Support tip: Share tips on getting steps in during the day without needing a gym.

5. Exercise

Norm: “We support each other’s health goals.”

• At work: Offer flexible time for workouts and highlight different team members’ approaches to fitness—yoga, swimming, hiking.
• Personally: Encourage employees to set realistic movement goals and track progress for fun, not pressure.

Support tip: Offer challenges or social group chats for workout accountability without making it competitive.

6. Social Connection

Norm: “We make time for human connection.”

• At work: Leaders prioritize meaningful check-ins. Team members are encouraged to start meetings with “How are you, really?”
• Personally: Normalize staying connected outside work—texting a friend, calling family, or having lunch with a coworker.

Support tip: Create moments where people can share stories, not just updates.

7. Positive Outlook

Norm: “We notice what’s working, not just what’s broken.”

• At work: Celebrate small wins and gratitude moments. Practice reflective exercises like “What went well this week?”
• Personally: Support journaling or mindfulness practices that help reframe setbacks with a growth mindset.

Support tip: Integrate “bright spot” sharing into weekly team huddles.

8. Mindfulness & Awareness

Norm: “We practice presence, not just performance.”

• At work: Offer brief guided mindfulness practices before stressful meetings or transitions.
• Personally: Encourage habits like breathwork, body scans, or intentional pauses before reacting to stressors.

Support tip: Share mindfulness apps or link to short audios in your team Slack or email threads.

Final Thought: Empower, Don’t Outsource

Embedding these resilience-based behavioral norms isn’t about outsourcing burnout prevention to employees. It’s about reinforcing a dual approach: the organization must create the conditions for well-being, and employees deserve the tools and social support to build resilience that goes beyond the workday.

Small habits, when modeled and supported by the culture, become shared norms. And shared norms become collective strength—at work and in life.