Half of Marketers Are Burning Out: 5 Ways to Boost Mental Health in 2025

Data shows 58.1% of marketers feel overwhelmed, and more than half (50.8%) have experienced emotional exhaustion in the past year.

That’s according to Marketing Week’s 2025 Career & Salary Survey, which highlights burnout as an increasingly common reality in the marketing industry.

While these numbers are alarming for marketers, they’re part of a bigger story.

Across the U.S., three in four workers report symptoms of a mental health condition, according to the Department of Health and Human Services, and most say work is a major factor.

That reality is forcing a shift in how companies think about employee support. The real change happens when mental health isn’t a special topic, but just part of everyday conversation at work.

In an interview with DesignRush, Paul Posey, CEO of ComPsych, the world’s largest provider of employee assistance programs and mental health services, shared what’s really working when it comes to workplace well-being.

The real win is making life at work easier and healthier before things ever reach a breaking point.

Whether you lead a creative agency or a corporate team, these five strategies will help boost employee mental health.

Who is Paul Posey?

Paul Posey has spent more than two decades helping organizations in mental health, healthcare, and insurance adapt and grow. Today, as CEO of ComPsych, he leads a global team supporting over 78,000 organizations and reaching 163 million people worldwide. His leadership experience at Robin Healthcare, Ascension Healthcare, and Sedgwick has given him deep expertise in using technology and AI to make care more effective and accessible.

5 Smart Strategies for Helping Teams Avoid Burnout

Mental health at work isn’t fixed with one-off programs or quick wins. These strategies show how to make well-being a daily, measurable part of your culture.

1. Address the Root Causes of Stress and Anxiety

According to ComPsych, anxiety was the top mental health concern for U.S. workers in 2023, making up nearly a quarter (24%) of all mental health requests.

Meanwhile, the Society for Human Resource Management (SHRM), citing ComPsych data, also reports that mental-health-related leaves of absence rose 33% from the previous year.

These challenges affect every part of life, from physical and emotional health to relationships, finances, and even legal issues.

In industries, such as marketing and advertising, where deadlines are constant and client expectations run high, stress can compound quickly.

And globally, stress has overtaken anxiety as the leading workplace mental health issue, underscoring the scale of the problem.

“It’s not surprising to see how much anxiety and stress are impacting people,” Posey says.

In recent years, global crises, social unrest, political polarization, and economic uncertainty have all added to the pressure workers face.

2. Make Well-Being Accessible

A common mistake companies make is assuming one-size-fits-all programs, like a generic employee assistance program (EAP) or a single app, will do the job.

In practice, real support bends to fit people’s needs. It’s flexible, culturally aware, and easy to access. That means offering help in more than one way, in a person’s own language, and with resources that truly reflect their culture and experiences.

“In times of need, finding the cure shouldn’t be worse than the symptom,” he explains.

“You have to meet people where they are, whether that means talking in their own language, understanding their cultural background, or simply making it easy to get help without jumping through hoops.”

He stresses that organizations need to offer multiple ways for employees to get help and ensure those services connect with people from all backgrounds.

3. Shift From Reactive to Proactive Support

Too many companies wait until an employee hits a crisis before offering help. That reactive approach misses the chance to intervene earlier, when it matters most.

Proactive support starts with spotting challenges early and offering help before stress reaches a breaking point.

Posey emphasizes the importance of prevention.

“It’s important that organizations invest in well-being services that span the continuum of care, including prevention and resiliency training. This encourages people to seek support before there’s a true ‘problem’ or the need has become acute.”

In marketing teams, that means addressing industry-specific pressures like sudden campaign changes, intense launch schedules, and pitch season deadlines.

It also means helping employees manage personal stressors such as childcare, finances, or legal issues to prevent burnout and keep them engaged.

4. Train Leaders as Well-Being Champions

Managers play a crucial role in workplace mental health.

Over the past two years, ComPsych has seen a 42% increase in requests for manager-specific mental health training. In agencies, where leaders often double as creative leads, this training can be essential for protecting both morale and output.

“Investing in mental health awareness training allows leaders to spot issues early, hold supportive conversations, and connect people to the right resources,” Posey says.

ComPsych offers specialized programs to help managers become well-being champions across the organization.

5. Measure What Matters

ComPsych uses evidence-based tools like the PHQ-9 for depression and GAD-7 for anxiety, combined with workplace metrics such as the Workplace Outcome Suite, to track progress.

Across their global clients:

• 90% saw reduced depression symptoms
• 94% saw reduced anxiety
• 83% saw lower absenteeism
• 84% saw reduced presenteeism
• 89% reported higher life satisfaction

For brand leaders and agency executives, tying these mental health results to creative output, client satisfaction, and retention helps make a strong business case for sustained investment.

Case Study: How NVIDIA Scaled Support Globally

According to ComPsych, its Employee Assistance Program achieves a 94% clinical case resolution rate across clients, along with strong reductions in symptoms and absenteeism.

NVIDIA has partnered with ComPsych since 2017 to provide these services to more than 33,000 employees and their families across 38 countries.

By integrating well-being into its growth strategy, NVIDIA has ensured that its support programs expanded right alongside the company.

This approach shows the impact of making well-being a strategic priority that grows with the business.

When companies grow fast, it’s easy for employee support to fall behind. But if well-being is built into the business from the start, then support programs can grow right alongside the company.

That way, employees stay connected and cared for no matter where they are or how quickly things change.

Why Fundamentals Still Drive Workplace Well-Being Success in 2025

While tools, technology, and trends will change over time, Posey believes some things will always be at the heart of effective workplace mental health:

• Personalized and accessible care
• Proactive support that builds resilience
• Culturally aware engagement
• Measurable results that connect well-being with performance

The focus is on supporting employees during tough times and creating a workplace where they can thrive.

For marketers, agencies, and brands, applying these fundamentals protects creative energy as much as it protects the bottom line.

This example shows that with the right approach, mental health resources can keep up with a company’s growth, helping both the people and the business succeed together.

Workplace Mental Health FAQs

Why is mental health support still a business priority in 2025?

Because stress and anxiety are top causes of disengagement, absenteeism, and turnover, hurting productivity and profits.

What does a proactive approach look like?

It means offering prevention services, training managers, and addressing life stressors before they become crises.

How do you make well-being programs more inclusive?

Provide multiple ways to access help, culturally responsive care, and services in multiple languages to meet employees where they are.

What’s the first step for leaders who want to improve employee mental health?

Invest in training managers to spot signs of distress, hold supportive conversations, and connect employees to resources.