Here's how you can identify signs of burnout in your colleagues and provide support.

Recognize signs of burnout in colleagues, such as decreased productivity and engagement, increased cynicism, and emotional exhaustion. Foster an open and supportive environment where team members feel comfortable discussing their challenges. Offer resources such as counseling services or flexible work arrangements to help alleviate stress. Encourage self-care practices and regular check-ins to ensure colleagues feel supported and valued.

In my experience, I've witnessed employees including myself have a shift in mood when they are feeling burnout. This was noticed in 1:1s and meetings as well as over slack where negative thoughts about their day to day and their work in general. In these cases, I practiced active listening, highlighted to them what I was hearing them share and expressed my gratitude for being vulnerable. I offered them help and to work together to make a plan to improve things through delegation, prioritization, setting boundaries, and self-care.

If you notice a colleague's work quality or productivity suddenly declining, it could be a sign of burnout. They might miss deadlines, make more mistakes than usual, or seem less engaged in their tasks. Pay attention to these changes, especially if they're out of character for your colleague. If you spot a consistent dip in their performance, take it as a sign to check in and see how they're doing.

Burnout can cause people to withdraw from social interactions, even in the workplace. If you notice a colleague who's usually outgoing and friendly becoming more reserved or isolated, it could be a red flag. They might eat lunch alone, avoid team gatherings, or rarely participate in casual office conversations. These changes in social behavior are clear indicators that something's going on.

This can be more difficult to notice in remote work environments, however if you pay close attention to your employees you can see they become less vocal in meetings, are less engaged in 1:1s, and less communicative in slack. It is truly knowing your employees and their usual social interaction. In these situations, I've discussed with them in 1:1s to understand better how they are feeling and how I can help.

In my experience, when physical symptoms are coming up from being burnout. It is crucial to offer and support the employee to take time off and to start self-care practices. Then, once they are back at work set up healthier boundaries.

Always approach them with empathy and understanding. Find a quiet moment to check in with them privately, and let them know you've noticed some changes in their behavior. Ask if they're okay and if there's anything you can do to support them, listening actively to their concerns and validating their feelings. Offer to help lighten their workload, connect them with resources, or simply be a friendly ear when they need to talk.

If you notice a teammate struggling with burnout, approach them individually with empathy and offer support. For example, you can offer to listen to them vent about what they're going through and dealing with. You can also offer to help lighten their workload, help them navigate a challenge, or provide them with relevant resources. The best thing you can do for your teammate in this situation is to lift them up and let them know they are not alone.

Stay vigilant for signs of burnout among colleagues, such as withdrawal, decreased performance, or emotional exhaustion. Foster a culture of empathy and support, where team members feel safe discussing their challenges. Provide resources like stress management workshops or wellness programs to help mitigate burnout. Prioritize work-life balance and encourage colleagues to take breaks and prioritize self-care.

Keep an eye out for signs of burnout in colleagues, such as decreased motivation, irritability, and physical symptoms like headaches or fatigue. Create a culture of open communication where team members feel comfortable discussing their struggles. Offer support by providing resources like mental health resources or workload adjustments. Encourage self-care practices and model healthy work-life balance to promote well-being.