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You're noticing signs of burnout in your team. What can you do to help?

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Burnout is a serious issue that can affect the productivity, creativity, and well-being of your market research team. It can result from factors such as excessive workload, lack of autonomy, unclear expectations, or insufficient recognition. If you're noticing signs of burnout in your team, such as low morale, poor performance, increased absenteeism, or reduced engagement, you need to act fast to prevent further damage. Here are some strategies you can use to help your team cope with burnout and restore their motivation and passion for their work.

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Sreesankar Jayasingrajan

Mechanical | Thermal | Design Engineer | 9 + years of experience | CAD | CAE | CFD | PLM | FEA | Senior Engineer | PTC…
Jacob Taurel

Managing Partner @ Activest Wealth Management | Investments, Financial Planning

1 Assess the situation

The first step is to understand the root causes and the extent of burnout in your team. You can use surveys, interviews, or focus groups to gather feedback from your team members about their workload, stress levels, satisfaction, and needs. You can also observe their behavior, communication, and output to identify any red flags. Be empathetic and supportive, and show them that you care about their well-being and value their contributions.

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2 Adjust the workload

One of the main sources of burnout is having too much work and too little time to complete it. You can help your team by prioritizing the most important and urgent tasks, delegating or outsourcing some of the work, or extending the deadlines if possible. You can also review and streamline your processes, tools, and methods to eliminate any inefficiencies or redundancies that waste time and energy. Make sure your team has clear and realistic expectations, goals, and roles, and provide them with the necessary resources and support to achieve them.

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3 Encourage autonomy

Another way to reduce burnout is to give your team more autonomy and flexibility over their work. You can do this by allowing them to choose their own projects, methods, or schedules, as long as they meet the quality standards and deadlines. You can also involve them in decision-making and problem-solving, and solicit their ideas and opinions. This will boost their sense of ownership, creativity, and empowerment, and make them feel more engaged and valued.

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Jacob Taurel

Managing Partner @ Activest Wealth Management | Investments, Financial Planning
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One thing I’ve found helpful is to provide the employee with the problem the company is facing them and ask them how would they solve it. This creates a sense of autonomy and allows the employee to flourish within the firm, providing criticism contributions to the team.

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4 Recognize and reward

A lack of recognition and reward can also lead to burnout, as your team may feel unappreciated or underpaid for their efforts. You can prevent this by acknowledging and celebrating their achievements, both individually and collectively. You can also provide them with constructive feedback, coaching, and mentoring to help them grow and improve their skills. Additionally, you can offer them incentives, bonuses, or perks that match their preferences and needs, such as career advancement, training opportunities, or flexible work arrangements.

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Jacob Taurel

Managing Partner @ Activest Wealth Management | Investments, Financial Planning
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You don’t need to wait for the annual review to provide feedback. Positive reinforcement should be on a day to day basis. If you need to provide feedback that is sensible for the employee, the best way would be in private, remember to put in their shoes first, and ask them their opinion. If not, the feedback could not be effective and might be considered an offense.

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5 Promote well-being

Finally, you can help your team cope with burnout by promoting their physical, mental, and emotional well-being. You can do this by encouraging them to take regular breaks, exercise, eat well, sleep enough, and practice relaxation techniques. You can also create a positive and supportive work culture, where your team can communicate openly, collaborate effectively, and have fun together. You can also provide them with access to counseling, coaching, or other professional services if they need more help.

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Sreesankar Jayasingrajan

Mechanical | Thermal | Design Engineer | 9 + years of experience | CAD | CAE | CFD | PLM | FEA | Senior Engineer | PTC Creo | Solidworks | CATIA | ANSYS | FMEA | Windchill | Welding | GD&T Y14.5 | NPD
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Well Work Life Balance, is equally important, as we the tasks to be completed. With only a strong team that wmhas well mind and well body we will be able to be more productive in our deliverables. Introducing Fun-time in the team will improver interpersonal relationship, team outing, ice breakers, celebration, will all be a good step to improve the team productivity and understanding and relationship.

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Jacob Taurel

Managing Partner @ Activest Wealth Management | Investments, Financial Planning
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Our employees value that we are human and that we truly care about them. Every time they bring a personal issue related to work, we listen and address it. We believe this is critical for them to stay with us in the long run, because they are taken into account and heard in our firm. If the employee request is out of our hands, we will let them know but still discuss with them other possible solutions to help them.

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6 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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You're noticing signs of burnout in your team. What can you do to help?

1

2

3

4

5

6

1 Assess the situation

2 Adjust the workload

3 Encourage autonomy

4 Recognize and reward

5 Promote well-being

6 Here’s what else to consider

Market Research

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You're noticing signs of burnout in your team. What can you do to help?

1

2

3

4

5

6

1 Assess the situation

2 Adjust the workload

3 Encourage autonomy

4 Recognize and reward

5 Promote well-being

6 Here’s what else to consider

Market Research

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