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How do you support colleagues and peers with stress and burnout?

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Stress and burnout are common challenges in the workplace, especially in times of uncertainty, change, and pressure. They can affect not only your own well-being, but also the performance and morale of your colleagues and peers. How can you support them and help them cope with stress and burnout? Here are some tips to consider.

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Carina Hellmich

Certified Professional Coach | Keynote Speaker | Mentor | Trainer

1 Recognize the signs

If you want to support your colleagues and peers with stress and burnout, the first step is to recognize the signs that they are struggling. These could include changes in mood, behavior, or productivity; increased absenteeism, tardiness, or errors; loss of interest, motivation, or enthusiasm; withdrawal, isolation, or conflict; or physical symptoms such as headaches, fatigue, or insomnia. If you observe any of these signs in your colleagues and peers, it is important to check in with them and offer your support.

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Carina Hellmich

Certified Professional Coach | Keynote Speaker | Mentor | Trainer
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I would like to add, that supporting colleagues and peers with stress and burnout requires more than just recognizing the signs. While that remains crucial, the following steps are equally important to truly make a difference. One of the ways is empathetic listening. People experiencing stress or burnout often just need someone to talk to who can understand their feelings without being judged or offered unsolicited advice. Offer them a safe space where they can vent their feelings and thoughts. Moreover, small acts of kindness can significantly lift the spirits of a stressed colleague. A simple gesture such as a cup of coffee, a small note of encouragement, or even a smile can make them feel appreciated and less isolated.

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2 Listen and empathize

The second step to support your colleagues and peers with stress and burnout is to listen and empathize with them. Asking open-ended questions, expressing your concern and care, avoiding judgment or criticism, acknowledging their challenges and strengths, and showing compassion and empathy can all help your colleagues and peers feel heard, understood, and valued. Sometimes they just need someone to vent to, to validate their feelings, and to show them that they are not alone. Listening and empathizing can be a great way to do this.

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Carina Hellmich

Certified Professional Coach | Keynote Speaker | Mentor | Trainer
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Empathy requires us to put ourself in their shoes, to understand their situation from their perspective. This is about resonating with what they're experiencing. This validation can often be a source of comfort in itself. It's also important to maintain confidentiality. If a colleague confides in you about their stress or burnout, they need to trust that their information will not be shared without their consent. This trust forms the basis of a strong support system. And be patient and give them space if they need it. Everyone deals with stress differently. In the end it is all about creating an environment of trust, validation, and emotional support, which can significantly help them navigate their stress or burnout.

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3 Encourage self-care

The third step to support your colleagues and peers with stress and burnout is to encourage them to practice self-care. Taking care of physical, mental, and emotional health can help reduce stress, restore energy, and prevent burnout. You can share your own self-care habits and strategies, suggest simple and enjoyable activities, remind them to take breaks, eat well, exercise, and sleep, offer to join them in some self-care activities or to cover for them if needed, and praise them for taking care of themselves. By doing these things, you can help your colleagues and peers prioritize their well-being and balance their work and life.

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Ed Ley

Helping CxO’s beat burnout and create lives they love @ EDLEY.NET | Performance Coaching, Executive Coaching
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This point is a contradiction to the one above. Encouraging self care is a ultimately a judgement. Stick with the step above. Ask questions to support them to understand how the stress and burnout is being created.

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4 Provide resources and support

The fourth step to support your colleagues and peers with stress and burnout is to provide them with resources and support. You can do this by referring them to available employee assistance programs, counseling services, or wellness initiatives. Additionally, you can advocate for them to the management, human resources, or other stakeholders. You can also help them set realistic goals, delegate tasks, or manage their workload. Furthermore, collaborating with them on projects, problems, or ideas and giving them constructive feedback, recognition, or appreciation can be beneficial. Ultimately, providing resources and support can help your colleagues and peers access the help they need, improve their work conditions, and enhance their performance and satisfaction.

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5 Model healthy behaviors

The fifth step to support your colleagues and peers with stress and burnout is to model healthy behaviors yourself. You can have a positive influence on the culture and climate of your workplace by demonstrating how to cope with stress and avoid burnout. This could include regularly practicing self-care, communicating in a clear, respectful, and assertive manner, seeking feedback for learning and growth, celebrating successes, failures, and milestones, as well as having fun, humor, and gratitude. Modeling these healthy behaviors can help your colleagues and peers learn from you, follow you, and join you in creating a more supportive and productive workplace.

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6 Follow up and follow through

The sixth and final step to support your colleagues and peers with stress and burnout is to follow up and follow through with them. This should not be a one-time event, but a continuous process. You can check in with them regularly, ask how they are doing, feeling, and coping, offer your ongoing support and assistance, hold them accountable for their self-care and goals, and celebrate their progress and achievements. Through this process, you can help maintain their well-being, motivation, and resilience.

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Carina Hellmich

Certified Professional Coach | Keynote Speaker | Mentor | Trainer
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Absolutely! Following up and following through is indeed a crucial step. It's critical to keep communication channels open, demonstrating your willingness to lend an ear or a helping hand when needed. By regularly connecting with them, you can potentially identify any new stressors or changes in their situation and provide timely support. Importantly, this process also helps build a solid support network in the workplace. When one person makes an effort to follow up and follow through, it often encourages others to do the same, fostering a supportive work culture. Finally, your consistent commitment to their well-being can inspire them to eventually do the same for others, creating a positive ripple effect in the work environment.

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7 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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How do you support colleagues and peers with stress and burnout?

1

2

3

4

5

6

7

1 Recognize the signs

2 Listen and empathize

3 Encourage self-care

4 Provide resources and support

5 Model healthy behaviors

6 Follow up and follow through

7 Here’s what else to consider

Stress Management

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How do you support colleagues and peers with stress and burnout?

1

2

3

4

5

6

7

1 Recognize the signs

2 Listen and empathize

3 Encourage self-care

4 Provide resources and support

5 Model healthy behaviors

6 Follow up and follow through

7 Here’s what else to consider

Stress Management

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