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What do you do if your team members are experiencing burnout and need support?

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Burnout is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. It occurs when you feel overwhelmed, emotionally drained, and unable to meet constant demands. As the stress continues, you begin to lose the interest and motivation that led you to take on a certain role in the first place. If you notice that your team members are showing signs of burnout, such as reduced performance, lack of enthusiasm, or increased cynicism, it's crucial to act promptly to support them. After-sales professionals, often facing high customer demands and tight deadlines, can be particularly susceptible to burnout. The following steps outline how you can effectively support your team through these challenging times.

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1 Recognize Signs

Recognizing the signs of burnout in your team is crucial. Look for changes in behavior, such as irritability, lack of motivation, or decreased productivity. These symptoms can indicate that a team member is struggling. Addressing these issues early can prevent long-term damage to their well-being and maintain the health of your after-sales team. Listen actively to their concerns and be empathetic; understanding their experience is the first step in providing the right support.

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Aishwarya Singh

??3X LinkedIn Top Voice I Customer Relationship Manager @Zebyte Cloud | Master of Commerce
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1. Assess the situation faced by the team and what is causing the same, once that is clear you are ready to come in and provide adequate help. 2. Many a times it can be work pressure and sometimes it's inability to manage the work, whatever it is for member to member, provide help accordingly. 3. Ask the team to collaborate with each other and assign the job as per strengths and weaknesses, this is more likely to ease out the situation for them. 4. Ask HR and if the process is going to be long term for projects, hire more people and save the team members from crashing down, as they would if the situation is not handled in the meantime. 5. Lastly always be open for a conversation and help in any situation they require your intervention.

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Emma Maurer

Sales Leader | Go to Market Strategist | Process Builder | People Developer | Collaborator
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The caution here is that burnout signs are very similar to the signs/behaviour that you would see in an employee who may be going through a struggle or stress in their personal life. In both scenarios it is best to approacha dialogue with empathy to ensure a safe environment for the employee to share. Leaders need to be ready to listen and evaluate the circumstance when they have all the information.

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2 Open Dialogue

Creating an open dialogue is essential for addressing burnout. Encourage your team to share their feelings and challenges without fear of judgment or reprisal. This can be facilitated through regular one-on-one meetings or creating a safe space where team members can express their concerns anonymously if they prefer. By fostering open communication, you help to build trust and can gain insights into the root causes of burnout within your team.

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Emma Maurer

Sales Leader | Go to Market Strategist | Process Builder | People Developer | Collaborator
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Regular 1:1's with team members can foster a relationship where an employee is comfortable sharing feelings related to burnout. Meeting with employees only when there are issues or pressing topics may not yield a working relationship that fosters open dialogue.

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3 Workload Review

Conducting a workload review can help alleviate stress. Assess if the current distribution of tasks is fair and sustainable, and make adjustments as needed. It might be necessary to redistribute tasks among team members or even hire additional support if the workload is consistently too high. Ensuring that your team is not overburdened is key to preventing burnout and maintaining a productive after-sales environment.

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Emma Maurer

Sales Leader | Go to Market Strategist | Process Builder | People Developer | Collaborator
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As leaders, when we hear or observe burnout in our teams or individual team members it can be a perfect opportunity to evaluate projects in a more detailed level. I have often found that employees are unaware of resources and support that can help them and at times they are making things much harder than they need to be. Not always of course but worth some investigation.

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4 Flexible Solutions

Offering flexible solutions can be a lifeline for those struggling with burnout. Consider implementing flexible work hours or the option to work from home, if possible. These adjustments can help team members better manage their work-life balance and reduce stress. Remember, flexibility can go a long way in showing your team that you value their well-being and are willing to accommodate their needs.

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5 Professional Support

Sometimes professional support may be necessary. Encourage your team to take advantage of employee assistance programs (EAPs) if available, or provide resources for counseling services. Investing in the mental health of your team not only supports individuals who are experiencing burnout but also contributes to a healthier, more resilient after-sales team overall.

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6 Encourage Breaks

Finally, encourage your team to take regular breaks throughout the day. Short pauses from work can help refresh the mind and reduce feelings of being overwhelmed. Promote a culture where taking vacations and personal days is not only accepted but encouraged. Time away from work can help your team members recover from stress and return with renewed energy and focus.

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Stacey Meade, CEBS (She.Her.Hers)

Accelerates business results | Empowers leaders | Aligns teams | Ignites collective potential
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Preventing employee burnout starts with preventing your own burnout. Often employees are mirroring behavior you exhibit and they believe you use to define success. When I was worried about my employees answering emails on PTO, I stopped answering email while I was on PTO. They didn't feel they had permission to really be out of office until I didn't just say the words, I actually did it myself. Then talk about it! Talk about what you did and why. Talk about what was hard for you & ask what would be hard for them. If you're in a season that could lead to burnout yourself, acknowledge it and talk about how you're coping and how you'll return to balance. Employee don't believe balance is encouraged unless they see it lived.

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7 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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What do you do if your team members are experiencing burnout and need support?

1

2

3

4

5

6

7

1 Recognize Signs

2 Open Dialogue

3 Workload Review

4 Flexible Solutions

5 Professional Support

6 Encourage Breaks

7 Here’s what else to consider

Aftersales

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What do you do if your team members are experiencing burnout and need support?

1

2

3

4

5

6

7

1 Recognize Signs

2 Open Dialogue

3 Workload Review

4 Flexible Solutions

5 Professional Support

6 Encourage Breaks

7 Here’s what else to consider

Aftersales

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