Here's how you can prioritize self-care and well-being for your IT Operations team to prevent burnout.

And also develop an agile and hybrid mindset focusing and developing the critical knowledge based in the three talented triangle ( pmi.org ): Business Acumen , ways of working and of course the power skills that let you to achieve the desired outcome needed by the stakeholders...

It is crucial to start by genuinely caring about and showing interest in the team's well-being. This means more than just discussing self-care and well-being as abstract concepts; it means actually understanding and addressing their needs. Secondly, walk the talk. Actively and visibly engage in well-being practices yourself and demonstrate to the team that you will respect work-life boundaries, encourage breaks, and engage in physical activity. Create opportunities for fun and exercise, such as team walks or a weekly step challenge. Foster the development and training of soft skills and alternative interests in conjunction with technical and other mandatory training to cultivate diversity.

it's related to work life balance: -Work Samrt not Hard ( Planing and Prioritization) -Delegate and automate -Recognize and Rewards -Creat a postive culture

- évaluer les besoins spécifiques et les facteurs de stress de son équipe pour élaborer des stratégies efficaces afin de prévenir l'épuisement professionnel et améliorer le bien être. - Organiser des entretiens individuels et privé en se basant sur les données et les retours. - Mettre en place des politiques de travail flexibles. - Evaluer et améliorer l'environnement de travail pour s'assurer qu'il favorise la productivité et minimise le stress. - Encourager l'innovation et l'apprentissage. - Reconnaitre et valoriser les réussites. - Aborder les conflits rapidement. - Inspirer et motiver votre équipe.

IT Operations Team Well-being Strategies ? Prioritize tasks: Help team members prioritize key work and divide difficult tasks into manageable steps. ? Delegate effectively: Fairly distribute effort and allow team members to control specific areas. ? Allow breaks: Encourage short breaks throughout the day for refueling and focus. ? Set boundaries: Maintain work-life balance and encourage disengagement after work hours. ? Encourage rest and relaxation: Provide time for unwinding and rejuvenation outside of work. ? Foster open and honest communication: Create a supportive work environment.

Yes setting boundary/ RACi is very crucial for the operations roles else 24 hrs in a day is insufficient for any person .The leader needs to access the workload and distribute the work among people propionate .Leaders need to watch for people who are playing a game"' Bane raho ge pagla to Kam karega aga"

Establishing work-life balance for our teams has always been an important aspect of management; however, it has taken on great importance since the pandemic. Encourage the team members to maintain a healthy balance by setting clear boundaries, avoiding excess overtime, and promoting breaks during the day. Another thing that we introduced was flexible work schedules and WFH arrangements to accommodate individual needs and reduce stress related to commuting or rigid work schedules.

The pandemic helped us to be more productive without wasting time commuting and the stress caused by traffic, but having meetings at least monthly helps to get out of the bubble and loneliness, these meetings need and should be relaxed. Teamwork and a loving look at your co-worker help to save lives, encourage teams to have frequent and relaxed conversations. Virtual environments, where teams are forced to enter at the first hour and disconnect at the last, in order to see people "working" are extremely harmful and only show us that we don't trust our team, I suggest you avoid this.

One of the biggest boundaries that gets overstepped in IT is when the worker is off-work. Yes, there are people who are on-call (Tier 3, Tier 4, etc.) but when a person is off, they need to be OFF. No meetings at weird times (maybe 1/week is OK, like Californians meeting with their team in Bangalore) no calling them on off-hours to check on something. And when that person is on holiday, they should be considered ABSOLUTELY unreachable, even if the building is on fire.

In the current world, with all the technologies and tools to allow remote work (work from home), it encourges synergy and collaboration with your team. In IT, we tend to work all the time, because that is what we are used to doing, and have been doing for so many years. You have to communicate what your boundaries are so you can take care of your physical, mental, and emotional health, and I think that helps everyone else with the expectation, and allows you to prioritze your work-life balance. Working in IT, you have to be alert, and on top of what you are doing to help your organization keep operating smoothly. I applaud organizations that have that benefit, and truly understand that work-life balance is important.

For anyone in that matter . follow these few. -->Prioritize your wok in an order --> Plan you day to address the above. --> Wrap up your day on time irrespective of whatis completed. -->Dont take the stress or work home -->understanding what lagged the day before , plan your day and Prioritize ... Do this in a circle and everything will fall in place

Virtual coffee helps a lot in relieving stress, but it needs to be focused on relaxation and not on work. This, combined with a loving look at your colleague, helps to identify problems that, often, the person themselves do not notice because they are so immersed.

Creating a community within the IT Operations team always helps - both professionally and personally. Establishing trust and support goes a long way in increasing productivity and also making the team members feel an intrinsic part. This allows them to share their challenges and find solutions to their problems with the help of their peers.

Perfect. We know that this is not easy and requires attention, determination and planning, otherwise this could become a game rather than work.

Burnout is real no matter what the industry. Part of what builds a sense of community is shared experiences. Ensuring the entire team is included in bonding events and that everyone participates in difficult events will build that sense of community organically.

a method that works well for me is to create a game and reward people, it may seem strange and at first people will be interested in everyone, but if 10% of people change their thinking and move forward understanding the good that this generates , this will become routine and you will have achieved your goal.

We strengthen our budget for training to help equip team members with tools to manage work-related stress and pressure effectively.

I schedule regular check-ins with my leadership team, meeting with each person at a minimum of bi-weekly and scheduled group checking via our web conference app weekly. I used these meetings to identify potential stressors and to make scheduling adjustments as needed. Finally, I tried to lead by example. My role was 24/7, so I had to practice many of the same techniques. In addition, I’m an avid cyclist, so I would get on the bike as often as possible. The key for me was to provide open communication, recognize the importance of the well-being of the team, and encourage self-care by speaking about it and fostering a supportive environment.

In my extensive experience, I've found that automation plays a pivotal role in safeguarding against burnout. By meticulously mapping out tasks and pinpointing opportunities to automate low-value work, we can significantly reduce the risk of burnout among our teams. This not only streamlines workflows but also empowers employees to focus their energy on high-impact initiatives, fostering a healthier and more sustainable work environment.

- Donner à son équipe l'autonomie et la responsabilité sur leur travail. - Renforcer l'esprit d'équipe et la cohésion - En tant que Leader / Manager, il faut avoir des compétences en résolution de conflits, de l'intelligence émotionnelle et une bonne communication. - Incarne les valeurs que vous souhaitez voir dans votre équipe, telles que l'intégrité, le sérieux et la compassion.

In my extensive experience, I've found that automation plays a pivotal role in safeguarding against burnout. By meticulously mapping out tasks and pinpointing opportunities to automate low-value work, we can significantly reduce the risk of burnout among our teams. This not only streamlines workflows but also empowers employees to focus their energy on high-impact initiatives, fostering a healthier and more sustainable work environment.

In my extensive experience, I've found that automation plays a pivotal role in safeguarding against burnout. By meticulously mapping out tasks and pinpointing opportunities to automate low-value work, we can significantly reduce the risk of burnout among our teams. This not only streamlines workflows but also empowers employees to focus their energy on high-impact initiatives, fostering a healthier and more sustainable work environment.