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How can you identify and address team burnout and stress?

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Burnout and stress are common challenges for teams, especially in times of uncertainty, change, or high pressure. They can affect not only the well-being and performance of individuals, but also the cohesion and collaboration of the team as a whole. As a team leader or member, you can help prevent and reduce burnout and stress by applying some conflict resolution skills. Here are some tips on how to identify and address team burnout and stress.

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Graham Johnston

GCertLdshp, Independent Advisor- Oil and Gas SME

1 Recognize the signs

It is essential to be aware of the signs of burnout and stress in yourself and your team members, such as physical symptoms like fatigue, headaches, or insomnia; emotional symptoms like irritability, anxiety, or apathy; behavioral symptoms like reduced productivity or quality; and cognitive symptoms like difficulty concentrating or negative thinking. If any of these signs are present, it is time to take action.

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Kumar V.

Senior Manager, ServiceNow | IT Leadership & Agile Expert | Driving customer success in the Nordics
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The question is very reactive as opposed to proactive. Ideally one should not even be here but given the question, let us say we are here, the way we can identify stress are by looking at signs such as team members not able to prioritize work, them forgetting simple action items, being so lost that they are in meetings still not hear anything and so on. The way to address this is by helping them make a clear plan on targeting low hanging fruits first and then the high ones and of course, letting them rest a bit by putting their capacity from 100% to 70% to start with (because even at 100%, they are truly not a 100%)

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2 Communicate openly and empathetically

The second step in addressing burnout and stress is to communicate openly and empathetically with team members. This can be done by creating a safe and supportive environment where they can express their feelings, needs, and concerns. Active listening and acknowledgement of emotions and perspectives is essential. Asking open-ended questions to understand the causes and effects of burnout and stress, as well as offering constructive feedback and appreciation, can help build trust, understanding, and respect. Encouraging team members to communicate with each other and facilitating constructive dialogue can also help resolve any conflicts or misunderstandings that may arise from burnout and stress. Communication is key in this process.

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Graham Johnston

GCertLdshp, Independent Advisor- Oil and Gas SME
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Communication and specifically Language plays an import function in messaging. The way we communicate supports concepts and learnings, experiences and context. Emotions are the adhesive of any conversation, it shapes sensory perceptions and information receivership.

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3 Implement practical solutions

The third step is to implement practical solutions to prevent and reduce burnout and stress in your team. This includes setting realistic goals and expectations that align with the team's vision and purpose, prioritizing and delegating tasks according to the team's resources and capacities, providing adequate support and resources such as training, coaching, mentoring, or feedback, promoting a healthy work-life balance for yourself and your team members, and celebrating and rewarding the team's efforts. By doing so, you can enhance the team's motivation, engagement, and satisfaction while fostering a positive and productive team culture.

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4 Seek external help if needed

The fourth step is to seek external help if needed. Burnout and stress can sometimes be too overwhelming or complex to handle alone or within a team, in which case consulting or referring to other sources of support is necessary. This could include your supervisor or manager, who can provide guidance or feedback; your human resources department, who can offer policies or programs; your employee assistance program, who can provide counseling or coaching; your health care provider, who can diagnose, treat, or prescribe; and your professional network, who can share best practices, insights, or resources. By seeking external help, you can access additional expertise, assistance, or perspective and guarantee the well-being and performance of yourself and your team members.

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Graham Johnston

GCertLdshp, Independent Advisor- Oil and Gas SME
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Select leaders, subgroups and individuals with underlying creative skills and problem-solving abilities are present across all companies. Individuals may only be able to develop limited, incremental improvement solutions /innovations to certain problems, but the sum of specific targeted groups efforts can have far-reaching results in reducing potential burnout and stress. Seeking external assistance is not a sign of weakness, it lays foundations for improved identification of individual work preferences, affirms the value of each person’s exclusive contribution, increases understanding between individuals and increases levels of trust. It opens fresh conversations of thinking about alternate methods of doing and executing work.

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5 Evaluate and adjust

The fifth step is to evaluate and adjust your actions and outcomes. This includes monitoring the impact of solutions on team burnout and stress levels, as well as performance and collaboration. It is important to solicit and provide feedback, recognize successes and challenges, celebrate progress, adapt solutions, and be flexible to changing circumstances or needs. Evaluating and adjusting will ensure the effectiveness and sustainability of solutions, as well as continuously improve conflict resolution skills. Ultimately, this will help identify and address team burnout and stress, creating a more resilient, harmonious, and high-performing team.

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Graham Johnston

GCertLdshp, Independent Advisor- Oil and Gas SME
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Leadership owns team burnout and stress implications. Good leaders need to constantly reflect, verify, and measure what is working well in our workplaces, continuously assess and adjust leadership styles to ensure success, in recognizing and resolving challenges. They need to know their people, identify the early onset of behavioral changes. (Behavior changes for a reason). Failure to resolve, evaluate , reflect and adjust, prevents leadership teams transitioning from previous states to a new visionary, to be state, which prevents achieving efficiency gains, maximize leadership effectiveness, and ultimately eliminating stress and burnout from the workplace.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you identify and address team burnout and stress?

1

2

3

4

5

6

1 Recognize the signs

2 Communicate openly and empathetically

3 Implement practical solutions

4 Seek external help if needed

5 Evaluate and adjust

6 Here’s what else to consider

Conflict Resolution

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How can you identify and address team burnout and stress?

1

2

3

4

5

6

1 Recognize the signs

2 Communicate openly and empathetically

3 Implement practical solutions

4 Seek external help if needed

5 Evaluate and adjust

6 Here’s what else to consider

Conflict Resolution

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