You notice your team members are overworked and burnt out. How can you help them recover?

Consider external factors that might be influencing their work, but dont assume, ask them directly if there is something weighing on their mind. If so, try to navigate the conversation to get an idea of a timeline for it to be resolved. If its short term consider giving a small break or delegating their work (or doing some yourself). If it's long term then ask what do they think would help them get back on track. Many times, simply knowing that a team lead is aware and empathetic to how life can interfere with work, is a little weight off the shoulders, and every little will count. If you have a senior leadership team, make them aware of an individual struggling a bit, and lay off heavy criticism until they're back on track.

To help your team members recover from overwork and burnout, start by openly discussing their experiences and concerns. Encourage them to take regular breaks, prioritize self-care, and set boundaries. Offer flexible work arrangements and redistribute tasks to balance workloads. Provide resources for mental health support and promote a positive work environment. Recognize and appreciate their efforts, and consider professional development opportunities to boost morale.

As a manager, if you truly want to help your people who are overloaded, ask yourself if you have provided all that is necessary of the following... (1) resources required, (2) training necessary, (3) technology to assist, (4) additional people to support and (5) time and attention (yours, to help your team). If any of these 5 are insufficient, you may want to look inside yourself first. Burning out a team to achieve a short-term win often has long-term consequences.

Reduce the workload and insert fun activities outside the work. Be flexible in giving deadlines and lower expectations to lessen the pressure of finishing the overwhelming tasks.

In my own experience, a lot of times I've felt overwhelmed and "burnt-out" is due the fact that work isn't being recognized. If they work at 150% because they believe in what they do, their clients, their job, their company, and at the end all you get is a "have a nice wknd, be there early on Monday, there's still a lot to do"... then chances are, they will burn out. What may seem easy to you as a manager, may be more complex when it comes to the practicality of it. If the work is achieved, a simply thank you is OK. If the work is consistantly achieved, then it is your duty to be a consistant reminder that people are thankful for it. Don't expect motivation because the SOP demands it. Grow it, acknowledge it, and in return it will thrive.

For this, I am a huge fan of the masterful book by Patrick Lencioni entitled, "The Five Dysfunctions of a Team." The book is absolute gold for building Team Health (including trust and communication).

In addition to the previous steps, consider implementing a workload management system, fostering open communication, and promoting teamwork. Encourage a culture of trust and understanding, where team members can voice their needs and challenges without fear of judgment. Address any organizational issues contributing to overwork, and lead by example by demonstrating a healthy work-life balance. Keep an eye on signs of burnout and provide ongoing support to ensure sustainable recovery.

Un point supplémentaire serait possible : Aménager un espace de travail apaisant et fonctionnel Le temps que vous passez sur votre lieux de travail représente la majeure partie de votre temps. Aménager votre espace de travail pour qui vous ressemble tout en prenant en compte vos besoins pour travailler correctement.

Sharing of joy: selebrate the echievement eventhough it is small. It will boost up the spirit and the mood of the team. Evaluate the mistaken and the lack things or actions.