Faculty and staff are the heart of any university, but that heart is under strain. Between increased workloads, shrinking budgets, and the emotional toll of navigating an ever-changing educational landscape, burnout is rising. And while many institutions want to support their employees, the perception that doing so requires a massive budget can be paralyzing.

The good news? Supporting faculty well-being doesn’t have to mean building a brand-new wellness center or hiring a team of on-call therapists. In fact, some of the most effective strategies are low-cost or even free.

Below are cost-effective, high-impact ways your campus can foster a culture of well-being, without straining your resources.

1. Start With Listening

Before implementing anything, ask your people what they need. A simple, anonymous pulse survey can surface quick wins: Do faculty want flexible hours? Would staff benefit from more professional development? Are burnout rates higher in specific departments?

 Pro Tip: Use tools like Viewfinder surveys regularly and follow up with action.

2. Make Time, Not Just Space

While mental health days and vacation time are helpful, they’re not enough if workloads make it impossible to take them. One powerful move: create designated “no meeting” days or a monthly afternoon of collective downtime. These micro-resets can boost morale and productivity.

Case Example: The University of Michigan’s “Wellness Wednesdays” blocks off time for no meetings, encouraging faculty to focus on self-care or deep work.

3. Normalize Mental Health Conversations

Creating a culture where well-being is openly discussed goes a long way. Host monthly wellness chats or bring in guest speakers to discuss topics like stress management or sleep hygiene. Faculty and staff are more likely to use mental health services when leadership models vulnerability and openness.

Bonus Tip: Invite your counseling center staff to co-host discussions or write a monthly column for the campus newsletter.

4. Tap Into Peer Networks

Formal mental health support isn’t the only path to wellness. Peer mentoring and affinity groups can create a sense of community and reduce feelings of isolation, especially for new hires or faculty from underrepresented backgrounds.

Action Step: Create a Faculty Wellness Ambassador program, where one person per department checks in on peers and relays feedback to leadership.

5. Rethink Recognition

Burnout isn’t just about workload—it’s also about feeling unseen. Simple, cost-free recognition strategies can make a big difference. Think: handwritten thank-you notes from leadership, shoutouts at meetings, or monthly “unsung hero” spotlights in the campus newsletter.

Stat to Share: According to Gallup, employees who feel recognized are 63% more likely to stay at their current job.

6. Use Your Existing Infrastructure

Don’t reinvent the wheel. Campus libraries, gyms, and green spaces can all be reimagined as wellness hubs. Partner with these departments to offer yoga classes, guided meditations, or walking groups. Create digital wellness kits using tools you already subscribe to (like Canvas or Zoom).

Low-Cost Idea: Offer a “Self-Care Starter Pack” PDF for new faculty with links to campus resources, time management tools, and local wellness providers.

7. Support Managers So They Can Support Others

Department chairs, managers, and senior staff are often under the most stress and expected to solve everyone else’s problems. Equip them with basic wellness training and resources to refer others to support services, set boundaries, and model balance.

Resource: Offer short workshops on topics like “Having Wellness Conversations,” “Burnout Prevention for Leaders,” or “Boundaries in Academic Culture.”

8. Pilot Before You Scale

Not sure what will work? Test it first. Launch a pilot program in one department, track feedback, and tweak as needed before rolling it out campus-wide. Small-scale pilots minimize risk and build internal case studies.

Measurement Tip: Track participation, feedback, and anecdotal stories to build your case for broader support.

9. Share Success Stories

Don’t forget to celebrate wins. If a department successfully reduced burnout or increased retention, share their strategies with the broader community. Create a shared Google Doc, Slack channel, or “Faculty Wellness Exchange” newsletter segment.

Final Thought

You don’t need a million-dollar wellness budget to make faculty and staff feel seen, supported, and valued. By creating intentional space, listening actively, and leveraging existing resources, you can cultivate a culture of care and improve retention while you’re at it.

Download “The Faculty Burnout Guide and Wellness Toolkit” Today!
This free resource offers practical strategies to prevent burnout, improve well-being, and foster a culture of sustainable success on campus.