Burnout and stress are taking a growing toll on US workers, according to the 2026 NAMI/Ipsos Workplace Mental Health Poll. For lab managers, those pressures can quickly erode engagement, strain staffing, and drive turnover. The survey found that 53 percent of employees felt burned out because of their job in the past year, while 26 percent considered quitting because of the impact work had on their mental health. Understanding these trends can help laboratory leaders make informed decisions about staffing, training, and employee support.

Rising stress underscores the need for workplace mental health support

The poll, which surveyed 2,153 full-time US employees, suggests that the intensity of workplace stress is increasing. While overall concern about the world remained relatively stable, the proportion of employees who reported feeling very stressed increased from 19 percent in 2024 to 30 percent in 2026. Meanwhile, 43 percent expressed concern about their own mental health, up from 35 percent two years earlier.

Despite growing awareness, many employees believe organizations have more work to do. Although 74 percent of respondents said discussing mental health at work is appropriate, only 54 percent believe their employer makes employee mental health a priority.

Employees also reported a strong interest in practical resources. Eighty-one percent want stress management training, while 80 percent would like guidance on responding to someone experiencing a mental health crisis. Yet fewer than one-third reported receiving workplace training on these topics.

"People see mental health as relevant and appropriate to talk about at work, and that's encouraging," said Megan Delp, director of workplace mental health at NAMI. "But real barriers persist in the form of stigma and fear of retaliation or lost opportunities."

Training equips managers to better support their teams

Managers often serve as employees' first point of contact when workplace challenges arise. According to the survey, 84 percent of employees believe direct supervisors are responsible for creating an environment where people feel comfortable discussing mental health. However, only 28 percent of managers reported receiving training on how to have those conversations.

Managers who reported having adequate mental health resources and training also reported more positive workplace experiences. Among this group:

• Ninety percent felt prepared to support their teams, compared with 61 percent of managers without adequate resources
• Forty-five percent experienced burnout during the previous year, compared with 73 percent of managers without adequate resources
• Eighteen percent considered quitting because of mental health concerns, compared with 41 percent of managers who lacked adequate support

Employees also reported stronger relationships with supervisors when organizations offered mental health education. Eighty-six percent of workers at organizations that provide mental health training said their manager cares about them, compared with 70 percent of employees at organizations without such training.

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Building a more supportive laboratory culture

For lab managers, the findings offer practical guidance for strengthening workplace culture and supporting employee well-being. Laboratory environments often involve demanding schedules, technical complexity, and production pressures that can contribute to workplace stress. The survey also found that caregivers face elevated risk, with 61 percent reporting burnout during the past year.

Several strategies can help organizations better support employees:

• Provide managers with training to recognize signs of chronic stress and conduct appropriate, supportive conversations
• Clearly communicate available employee assistance programs and insurance benefits, as 26 percent of employees reported not knowing how to access their employer-sponsored mental health benefits
• Foster a workplace culture that reduces stigma and encourages employees to seek support before challenges escalate

Although the survey does not measure whether these approaches directly reduce turnover, it shows that organizations investing in manager support and mental health education report lower burnout, greater preparedness among supervisors, and stronger employee perceptions of managerial support. For laboratory leaders facing persistent workforce challenges, those findings suggest that workplace mental health should be considered as part of a broader employee engagement and retention strategy.

This article was created with the assistance of Generative AI and has undergone editorial review before publishing.