Your team is facing significant organizational change. How can you prevent burnout among staff members?

It’s important to clearly distinguish between the changes that are necessary and those that are merely desired. Typically, all levels within an organization face the same pressure to ensure these changes are successful. Establishing specific touchpoints to discuss capacity and pace is highly recommended. This would take some emotional intelligence on the management side to respond to honest feedback in a productive way, but also set the distinction between venting and actually giving honest solutions based feedback.

Significant changes in an organization are very stressful for everyone, while some people manage stress better than others, and the stress at home varies as well. Helping your team with stress management tools can be one of the best ways to navigate through these major changes. Offer free voluntary programs or offer to pay for offsite training in stress management such as self-hypnosis for restoring the parasympathetic system, meditation, breathwork, and physical movement e.g. Tai Chi. When tolerance for stress and ability to relax is increased burnout decreases.

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Teams often experience significant stress during organizational changes, and their anxiety can be mitigated by providing adequate support. However, managers sometimes hesitate to offer this support, citing their own lack of understanding of the changes underway. It's crucial for Change Managers to communicate transparently with their teams, even if they only have limited information. Managers don't need to have all the answers, but by addressing team queries with the understanding they do have and applying their experience, they can significantly boost morale. Addressing the fear, insecurity, and emotional turbulence felt by teams through consistent support is key to navigating change effectively.

Celebrating and sharing milestones should be integral to the communication strategy. Recognizing stakeholders' efforts should go beyond general statements, with specific acknowledgments of their contributions. Small gestures like leaving early after major milestone, has also shown to be effective. The level of visibility is crucial to the impact of these recognitions.

Resilience is widely recognized as a key indicator of success and retention, particularly in the tech industry. However, I've observed that many companies mistake short-term resilience for a sustainable, strategic approach. Resilience has its limits, and this is often evident in situations of performance punishment, where employees don’t receive the rewards or recognition for their loyalty during challenging times. Yet, resilience can be crucial in strengthening team bonds during difficult moments.