What do you do if your non-profit program developers are experiencing burnout?

What does burnout look like for a team vs an individual. This can be reflected in different ways, so you need to be able to identify the signs before it's too late. Some things to look out for is levels of performance, feelings that are being shared and just general actions in the day to day. Take these opportunities to build communication to obtain feedback and an action plan to get back on track.

Burnout hurts your staff AND your programs! Changes in attitude are key. Someone once cheerful turning negative or cynical is a major warning sign. Is work quality slipping? Missed deadlines, sloppy reports...these can be burnout symptoms, not laziness. Pay attention to physical signs. Is someone always tired, getting sick more often, etc.? Burnout takes a physical toll as well. Increased isolation is worrying. Is someone skipping team lunches or avoiding office chatter? They might be struggling. Don't assume you'll be told directly. Many people will hide how bad they're feeling as long as possible.

The first step to helping someone who's burning out is getting them to open up! One-on-ones matter. These don't have to be super formal, but regular private conversations build the trust needed to talk about tough things. Ask open-ended questions. "How's your workload" is better than "Are you overwhelmed?" which can be answered with a simple "yes". Make it clear you're there to help, not criticize. Focus on finding solutions together, not assigning blame. Show that mental health matters. Saying things like "it's okay to not be okay" signals it's safe to ask for help when needed.

A well-rested employee is a more productive employee! Lead by example. If you're working late nights and weekends, your team will feel pressured to do the same. Celebrate those who use their PTO. "Thanks for taking time to recharge!" is more supportive than an eye-roll about their absence. Focus on results, not time spent at a desk. If someone gets their work done efficiently, does it matter if they do it at 7am or 7pm? Ask about barriers to better balance. Is childcare an issue preventing people from fully disconnecting? There may be organizational solutions.

Burnout is often a sign the system is broken, not the person. Ask your team for input on where things go wrong. Are deadlines unrealistic? Do they lack resources to do the work properly? Delegate thoughtfully. Don't just dump more work on an already busy person, even if they're technically competent. Could automation help? Are there parts of your process that could be done with tech tools, freeing up time for higher-level work? Be willing to say no. Does your team keep getting assigned work outside their job descriptions? Push back for them!

Sometimes, outside help is the best way to get an employee back on track. Check if your organization offers an Employee Assistance Program. These often provide confidential counseling, and many employees don't even know they exist! Reduce the stigma of asking for help. Leaders sharing their own mental health struggles sets a powerful example. Could training help reduce future stress? A time management workshop, for example, gives your team tools to proactively prevent burnout. Don't force it. Suggesting help is fine, but respecting their privacy and decision is important too.

Are your expectations for employees the actual problem? Involve your team in goal-setting. Their buy-in is crucial, and they'll likely be more realistic than a well-meaning but out-of-touch manager. Celebrate milestones on the path to the big goal. This keeps people motivated, instead of only feeling the pressure of the final deadline. Break down large projects. A vague goal like "increase fundraising" is overwhelming. Smaller goals like "secure 5 new corporate sponsors" are more doable. Be willing to be wrong. Did you misjudge how long a process would take? Adjust timelines rather than forcing stressed employees to work faster.

Burnout hurts everyone. Everyone. Programme developers craft impactful solutions, but burnout cripples innovations. These architects of change can't fuel change if they are depleted. Put mental health and self-care at the top of your agenda and provide them the resources needed to recharge or relax. Let your team be the strongest advocates for your mission!