What do you do if your team is experiencing burnout?

Addressing burnout in teams requires a multifaceted approach rooted in empathy and a complete understanding of the situation. Empirical evidence suggests that promoting work-life balance, acknowledging and rewarding contributions, and ensuring employees have access to mental health resources can significantly reduce burnout. Personally, I recommend initiating open conversations with the team about individual goals, workload, and stressors, providing opportunities for rest, psychological detachment from work, and empowering team members with autonomy in their tasks. Creating a supportive environment where employees feel valued and heard could also be a viable way to mitigating burnout and fostering a resilient team culture.

Opening up a genuine dialogue is the starting and most important step in addressing and possibly preventing burnout. By creating a safe environment for honest conversations, leaders not only acknowledge the issue but also empower the team to be part of the solution, leading to a healthier, more engaged workplace. It's leader's duty to take responsibility for the people they lead and their wellbeing.

Psychological safety is table stakes for this entire situation, and you may have to accept that it's low at the moment given the situation. Establishing psychological safety with the team is going to be crucial to get to the root of what's going on and avoiding previous patterns recurring. This will take time and now is the time to start. The one thing needed from you as the leader is to hold yourself steady. This means to be aware of, and regulate, your emotional state. This helps people to feel able to speak knowing that you're not going to react badly and shut them down. If you're not feeling resourceful enough to keep steady, ask yourself why. Avoid excuses and be vulnerable with yourself. You'll know in your bones when you're there

To create a safe space for open dialogue about burnout, start by scheduling regular one-on-one check-ins with team members to discuss their well-being. Encourage them to share their concerns openly and assure them that their feedback is valued and confidential. Practice active listening during these conversations, empathizing with their experiences and validating their emotions. Take note of common stressors mentioned by multiple team members and discuss potential solutions collaboratively.

When your team is experiencing burnout, it's crucial to address their concerns head-on. Take the time to listen to their feedback and understand the root causes of their burnout. Create a safe and supportive environment where team members feel comfortable expressing their concerns and frustrations. By addressing their concerns empathetically, you can begin to implement strategies to alleviate burnout and improve morale.

Redefining goals can help reinvigorate a burnt-out team. Take a step back and reassess your team's objectives, ensuring they are realistic and achievable. Break down larger goals into smaller, manageable tasks to reduce feelings of overwhelm. Encourage team members to prioritize their workload and focus on tasks that align with their strengths and interests. By redefining goals, you can help your team regain a sense of purpose and motivation.

We often discuss the topic of time management, without ever giving consideration to energy management. Frequently pushing team member's to the point of neglecting personal wellbeing is like a ticking time bomb. Encourage individuals to become aware of their energy levels throughout the day. Look for the 'amber' flags before they turn into 'red' flags. Implementing Energy Buffers throughout the day is a wonderful way to bolster against burnout: 5 minute stretching between tasks, maintaining hydration, natural sunlight on the skin, meditation or breathwork, walking meetings rather than Zoom, break-out spaces away from screens & providing nutritious snacks.

Burnout indicates a mental and physical state which has gone well beyond that of stress. It comes from perpetual unyielding obligations and pressure in different areas of an individual's life. If burnout has taken hold or is imminent, additional support measures are essential. Coaching is an effective support measure that will provide the strategies, attention to mindset and safe and constructive space for the individual to flourish.

When addressing team burnout, don't overlook that loneliness may be a factor. Consider organizing connecting activities and creating shared experiences that help combat feelings of isolation and rejuvenate team spirit.

In my practice leaders who make themselves available for 1:1 conversations, providing support and being compassionate to their team's struggles, often leads to their own challenges around stress. It's called 'Empathy Burnout' and results when the demands of supporting your team are too much for one individual. The task of a leader is to provide support to their team without compromising their own emotional well-being. Find a Coach who can partner with the individual and foster stress-coping and resilience-building. This will ultimately demonstrate your commitment to the emotional wellness of your team.

Engagement is key to preventing and alleviating burnout within your team. Find ways to foster a sense of connection and camaraderie among team members, whether through team-building activities, regular check-ins, or collaborative projects. Encourage open communication and feedback to ensure everyone feels heard and valued. By fostering a culture of engagement, you can boost morale and create a more positive work environment.

Burnout within teams often occurs because leaders themselves are experiencing burnout. It's crucial to start with oneself. Prioritizing well-being shouldn't be an afterthought once the team is already burnt out. The signs are usually there, and leaders need to recognize them to prevent burnout. Caring for the well-being of the team is imperative in today's fast-paced environment. Additionally, incorporating mindfulness training, providing access to counseling services, arranging outdoor retreats, and encouraging flexible working arrangements can also contribute significantly to promoting well-being within the team.

Promoting well-being is essential for combating burnout and maintaining team resilience. Encourage team members to prioritize self-care and set boundaries to prevent overwork. Provide resources and support for managing stress and maintaining work-life balance. Consider implementing wellness initiatives such as mindfulness sessions, fitness challenges, or mental health workshops. By promoting well-being, you can help your team stay healthy, motivated, and resilient in the face of challenges.

Before being a position to give our very best to our team, we must take ownership of our personal wellbeing. The timeless adage: put your own oxygen mask on before helping others. An effective team member is one who prioritizes personal health: sleeps 7-8 hours per night, exercises regularly, hits 7K steps per day (minimum), engages in mindfulness practices and manages stress. Diet should be focused around whole food, processed foods limited and the consumption of stimulants like caffeine and alcohol should be moderate. We must take ownership of our personal health and as leaders, make it as easy as possible for our team to do so. It's a win, win formula to avoiding burnout.

Here are a few things to consider. 1- Make sure that your 1-to-1 meetings are focused on your team member and give them space to open up. This can uncover the reasons for burnout. 2- Deal with each member separately first, but try to also bring the team together to discuss burnout if it has become a common theme within the team. 3- Try to organize a team get together outside the office if possible. Or take the team for a walk around nature. Let the team relax together. 4- Take a look at your own behavior and asses how you may have impacted the team. Self reflection is important.

As the leader, it's important to as yourself how this has come about. What have you been modelling / asking that has driven this behaviour? What control / choices do you have in how you foster psychological safety. There are lots of choices that you can make, no matter the structure or situation, to create a different outcome for the team. For example, are you serving them or are they serving you?

Teams must be able to openly share their struggles and challenges with the team. Doing this buffers the effects of stress and fosters connection. When leaders and organizations focus on emotional safety, they invest in the individual - their mindset, innovation and creativity.

Encourage a culture of flexibility and autonomy, allowing team members to take breaks and recharge as needed. Provide opportunities for professional development and growth to keep team members engaged and motivated. And remember to lead by example, demonstrating healthy work habits and prioritizing your own well-being. By prioritizing open communication, fostering engagement, and promoting well-being, you can help your team overcome burnout and thrive in their roles.

O primeiro ponto a se considerar é que um coach n?o vai poder te ajudar com o burnout em si, e você vai precisar de um profissional da saúde para te indicar os melhores procedimentos nesse caso. Dito isso, um líder que tenha casos de burnout em sua equipe deve conversar com seu departamento de RH e entender como a empresa pode ajudar nesse caso. Conversar com seus liderados para procurar ajuda especializada. E também fazer uma analise dos possíveis motivos que levaram a equipe a chegar a esse ponto. Ele como líder tem contribui??o para essa situa??o? Como é possível mudar algumas atitudes para que isso nao venha a se repetir?