How do you support your team's well-being and cope with burnout?

Burnout isn't just an individual problem, it's a systemic one. Leaders, you need to promote a culture that isn't rooted in overwork. Champion a humane schedule, acknowledge life outside work, and normalize mental health discussions. Remember, a tired mind isn't a creative one. Show up for your people, so they can show up for you. Spotting burnout isn't about surveilling your team, it's about knowing them as humans. Watch for changes in attitude, productivity, and engagement. Don't treat these as performance issues. Dig deeper. Care genuinely. Approach the situation with understanding, not judgement.

A most effective & excellent approach to keeping On Top' and not burnout would be to chime in with physical, emotional, spiritual mental-being traits and attributes. The body is a fantastic vessel and is very important to Take Good Care of It: ~Healthy and nutritional food consumption feeds the whole body ~Being active and doing regiments of exercise routines keeps the body strong ~Always be on the safe side ~Respect yourself-protect yourself ~Be always to know that; Exercising helps to manage and reduce stress ~This shall serve to buttress the Mental & Emotional Health ~While grasping & embracing the tools for coping and dealing with the strategies to minimize the deadly attack of 'stress'

Burnout if widespread is a systemic problem and not an individual issue therefore needs to be addressed at the organizational level.

When one does not know their purpose and have the guidance of a Master Teacher and a Spiritual Mother, the Soul will feel the stress of uncertainty, fear, torment, lack of desire and hope. Even a Leader needs a Spiritual Mentor who guides them, is as a Comforter to them who is outside of the workplace and system. Leaders are not the Heart of others, but discovery of one's eternal purposes are. Then with the help of a Master Teacher, A Shepherd, A Mother Agape Love can be poured in to a heart struggling with many fears, and thoughts. Burnout is a sign of a Lack of Purpose in one's life, a lack of a Spiritual Shepherd/Mentor/Mother who is always there to speak, guide, comfort, encourage& provide a safe place for their heart to find peace.

There is a need to not lump everything into one definition. One person's burnout threshold is another's motivational spark. Everyone has their own version with their own causes.

Addressing burnout is more than installing a ping-pong table. It's about addressing work conditions, control over work, recognition, and fair treatment. Don't just plaster over the cracks, redesign the foundation. Create a place where your team feels valued, heard, and truly seen.

There’s a burnout epidemic in healthcare. Reasons are : ??Paperwork/Documentation requirements. ??High Volume of Patients per sessions ??No Boundaries on Time outside of work ?? Protocolization of healthcare decisions over deep thought. These issues have pushed many providers out of traditional healthcare. Some of these issues are difficult to address. I don't understand why administrative issues can't be mitigated. The focus on billing over patient care , drives much of the problem.

you can't solve physical burnout with mental toughness or motivational resilience. Likewise you can't solve for emotional burnout with running, eating right, etc. Burnout comes in many flavors: Mental, physical, emotional, relational and spiritual (meaning and purpose). They all have in common lack of pay off but you can be exhausted, disappointed, and overwhelmed and still not be burned out.

As more and more leaders are having to do more with less this is a genuine issue - Burnout is Real There does come a point where you have to make a call and see whether that fine balance between staff workload and capacity/resource is working - it may need a brave and radical conversation to say “No” or “Not Right Now” if it means you can preserve/protect your colleagues and prevent burnout Your team will thank you for it as it shows genuine leadership and thoughtfulness

The cause of burnout is deeper seated than the factors listed here. These are simply contributing and compounding factors. Burnout is caused by the combination of internal beliefs that have been shaped by our collective conditioning. These are the underlying reason that excessive workloads have ever been expected and accepted in the first place, and also the reason for the absence of autonomy or demand of it, ambiguity in expectations or communication and insignificance attributed to recognition (resulting in non-existent feedback and/or recognition). Supportive and empowering work environments require a collective transformation of outdated belief systems in order to be shaped by the group for the group, and sustained.

Just as we lead by example in our work, we need to lead by example in our self care as well. I've learned to NOT shy away from the truth. I get tired. I need breaks. I get overwhelmed. I think it is important to share those things as leaders. But more importantly, we should share how we cope in these situations as leaders. For example... use all of that PTO, talk to your counselor/therapist, take mental breaks, flex your time if you worked later, hit the gym, have well-balanced & nutritious meals, turn off the phone, don't look at emails past a certain time, etc. Set the tone so that you and the team do not burnout!

Encourage discussions on character traits to effectively combat burnout within your teams. Invite team members to reflect on their greatest strengths and how they actively leverage them. Whether it's their creativity, perseverance, integrity, passion for learning, or depth of wisdom, these strengths can serve as powerful tools for mitigating burnout. By understanding and harnessing these strengths both in the workplace and personal life, individuals cultivate healthier habits and establish essential boundaries.

I have found that sharing my stress and desire to balance life’s obstacles is a good way to approach conversations with team members. It allows me to open up and get advice, but it also opens up the floor to share the balance we all need and support to find it. A few things that have helped: 1. More in-person time when teams are remote. 2. Encouraging time off and being supportive to make it guilt-free. 3. I encourage physical and mental exercise in the organization- daily if possible. 4. Include family - we can include more people that are woven into our lives outside of our jobs and it’s important to build trust and have fun with the whole family unit! We could all use positivity and support and it doesn’t end with the workplace!

Promoting healthy boundaries doesn't mean just adding a line about work-life balance in the job description. Be the one to model it. Encourage your team to take their vacation days, to log off after work hours, to prioritize their health. Practice what you preach.

Prevention often trumps cure, and burnout is no exception. Encouraging healthy habits and boundaries is crucial to any burnout management strategy. Promoting a balanced lifestyle, where work does not encroach on personal time, is vital. Fostering a culture where employees feel comfortable disconnecting after hours can dramatically reduce burnout rates. Companies can also encourage physical wellness by offering flexible schedules to accommodate exercise, providing healthy food options, or even offering wellness programs. Mental health should receive equal focus, with daily breaks for relaxation and mindfulness exercises.

It's interesting that everyone is talking about the burnout of teams and asking what should leaders do? LEADERS ARE BURNING OUT TOO. Leaders who are in fire cannot save a sinking boat. When leaders are given an opportunity to reflect on themselves, they will know what to do because they will be leading by EXAMPLE. Could that really be why teams are burning out? Because they are following their leaders? ??

Emotional support isn't just an HR responsibility. As a leader, foster connections, create safe spaces for open conversations, and validate emotions. Understand that your team is made of humans with feelings. Show empathy. Be the kind of leader you'd want to have in a crisis.

Remember that sometimes providing emotional support is making sure your health insurance has a generous therapy allowance. Referring is GREAT and necessary - but it's kinda hollow if you tell them to go talk to someone, but the insurance you provide covers six visits a year.

Burnout doesn't merely sap one's energy; it can take a significant emotional toll. Providing emotional support and resources is, therefore, essential in managing burnout. Managers should encourage open conversations about stress and burnout, ensuring employees feel safe discussing these topics. They should also consider training to identify and respond to signs of burnout and mental health issues. Employee Assistance Programs (EAPs) can provide vital resources for employees dealing with burnout, including counseling and mental health services. Additionally, providing resources for stress management, such as mindfulness apps or workshops, can equip employees with coping tools.

Leaders push themselves without the need for others to push them. Leaders are burning out due to toxicity that is rampant at the highest levels (and in society), those who oversee and manage the leaders. A leader cannot be the go-to for emotional support when they themselves are the ones being gutted. Not just gutted for their team's shortcomings, mistakes, or whatever, but for their shortcomings, mistakes, or whatever. It is a vicious cycle.

It is imperative that leaders do as much as they can to foster positive work environments. Pass out praise like it's water. Ensure your team members use ALL of their PTO. Encourage flex time if folks have had to work later than usual. Celebrate the good times. Dance. Ask people how their families are doing. Create chants. Laugh. Do a Q12 survey to gauge employee engagement. Let other people's ideas flourish. Make sure folks are working toward a clearly defined purpose. Do what you can to influence the notion that work is cool/fun/supportive and that it is a place (physically and/or virtual) that they want to be.

As a certified culture facilitator I have found that not enough organizations and institutions are being intentional about creating and upholding systems that will foster well workplaces. Places that are proactive and preventative, are trauma informed, and put people above profits are often culture ms with higher retention rates, where employees can share if their wellness is being impacted and it’s a place where employees don’t have to mask up with their superhero cape on just to survive the day at work.

Remember that this kind of culture doesn't come from meetings or communication training. It comes from flexible and generous PTO policies that acknowledge that your employees are humans. It comes from consistent recognition that you could not do your job without them. It comes from making bold decisions that may affect the bottom line, but mean everyone is treated with dignity. This piece is harder than we talk about, honestly. Because it's the guts of this work. If you truly believe your employees are human beings and that your job title doesn't make you better than them, make sure you're acting like it.

I think as a leader the two key terms to truly understand are: 1. Meaning of TEAM 2. We are humans with emotions - EQ Our work culture across has made us react more as machines than as humans. While targets, KPIs are key matrix to measure the success of business. But its the team, the people and minds working with you who help you grow, learn and react to meet the success. It's important to: 1. BacK each other and share the load 2. Trusting and letting them lead and enjoy the wins rather than micromanaging 3. During failure introspect and share feedback but understand we as humans can go wrong 4. Lead by example and ensure as leaders if we commit we followup 5. Have fun, keep things light as much as possible and keep learning

A positive work culture can be a formidable shield against burnout. A supportive and collaborative environment where employees feel recognized and appreciated can foster resilience. Praise and recognition for work well done can go a long way in boosting morale and reducing stress. Regular team-building activities can also strengthen social ties, making work more enjoyable and less isolating. Encouraging a growth mindset – where we view challenges as opportunities for growth rather than threats – can enhance resilience and reduce the risk of burnout.

You're not exempt from burnout. Take care of your own well-being. Lead by example. After all, you can't pour from an empty cup. Leadership is as much about taking care of others as it is about taking care of yourself.

First and foremost make it a pillar to understand your team members personality style. This will allow you to understand how burn out shows up for each style. Burnout signs aren't the same for everyone as different personalities will try to manage/avoid it differently. And by understanding your team's personalities well, you can also prevent burn out rather have to help them cope with it which is fat more efficient.

Zoom out. Search your soul. Ask yourself deeper questions. What does it mean to live a meaningful life? What does leadership mean to you? What would it mean to lead with more compassion and wisdom? At the end of your life (which can come at any time), if you reflect on your everyday legacy, what is the service you would have rendered to people whose waking hours had been entrusted in your care? There is no lack of information on how you can support your team's wellbeing. However the motivation needs to come from a deep, strong place to move you to seek out such knowledge, courageously practise consistently amidst challenges you may likely face, build kindred community support, enlist other kinds of support and be an example.

Leaders who lack empathy or who have not dealt with burnout will not understand it. They will confuse the symptoms with motivational issues, bad attitude or poor work habits. When you see someone complaining, angry, skipping out, phoning it in or emotionally unmanageable something is wrong - but in my experience it is seldom a choice they are making. They are stuck and usually trying the best they can to survive day to day. To put them into a performance improvement plan, or try to re-engage them with new challenges or rewards is often counterproductive. Rather than fire them - get them help.

If one is not living well they often won’t lead to their optimization level. Self awareness is key to one taking action to be more proactive individually or for the collective goods wellness. I know all too well that burnout can slowly creep up on you leaving you feel mentally, physically, and spiritually exhausted. If we aren’t checking in with ourselves and model taking measures to thrive not just survive how can we ask others to do so? In May I sat on a panel speaking about this exact topic. I created a free workbook for all those at the conference to have as a free resource. Anyone reading here please feel free to download your free workbook at futureofsel.com because we can’t afford to loose anymore of humanity. You matter??????