You're managing a peer support team and the workload is piling up. What can you do to keep everyone on track?

1. Always check in with everyone one-on-one and actively listen to what they have to say. 2. Ask if they need any assistance with anything. 3. Make sure the workload is manageable 4. Encourage people take their breaks, eat lunch and step away from their desks to have some down time through the day. 5. Set clear expectations for the staff and for the parameters of the work. 6. Never expect of others what you yourself are not willing to undertake. 7. Lead by example.

Managing a peer support team with a growing workload requires effective strategies to maintain team morale and productivity. Here are some practical steps you can take to keep everyone on track: Prioritize & Delegate: Work with your team to prioritize tasks based on urgency and importance. Delegate responsibilities according to team members' strengths and expertise. Clear Expectations: Clearly communicate expectations regarding tasks, deadlines, and performance standards. Ensure that each team member understands their role. Regular Check-Ins: Schedule regular check-in meetings to discuss progress, challenges, and upcoming tasks. Use these meetings as an opportunity to provide support, address concerns, and to keep everyone informed.

Create a culture of continuous improvement by implementing a feedback loop within your peer support program. Encourage team members to share feedback and suggestions openly, and regularly review and act upon this input to refine processes.

Deixar bem entendido que pares trabalham em conjunto, se ajudam se aconselham mas também se cobram. Ambos tem de saber o escopo da fun??o para que se as atividades ocorram de dinamica sem internas.

Collaboration with colleagues both internally and external to your parent organization. Share honest assessments of skill sets within your organization in a constructive way. This can result in more efficient and effective service delivery while relieving workload pressures through realigning of assignments to better match cultural competencies among team members.

Promote a culture of empathy and active listening within your peer support team. Encourage team members to not only address clients' technical issues but also understand their emotional needs and challenges.

Whilst important, we get too caught up in ‘training’. The truth is only 10% of what we learn occurs formally in classrooms. 90% comes through support and coaching and first hand experience in life and work. Knowing this, the key is to create an environment that offers regular coaching, reflection and sharing experiences across the team. That is how and where the deeper learning occurs.

It is very important to highlight weekly feedback so that employees can try to understand and know how their work is being carried out in the company, thus improving every week points that were mentioned regarding feedback.

é fundamental que cada um dos colaboradores esteja totalmente integrado de forma atualizada, ou seja, com os treinamentos em dia. - Treinamento teóricos: refletir sobre temáticas pertinentes, gerar conflito de ideias e questionamentos. - Treinamentos práticos: saber aplicar na rotina todos os conhecimentos aprendidos. - Oportunizar novas práticas. N?o pode focar no "sempre fizemos assim", é preciso evoluir. - Mentorias. - Controle claro da evolu??o de cada um.

With clear tasks and expectations, provide assistance and support to your team so the objectives can be met. A team effort is always key to victory.

In my experience, when the workload increases it should be met with empathy and process management. We only have so much to give but what helps increase productivity is manageable ways to track progress. Having multiple processes and trackers usually only result in burnout and confusion. Take a moment before diving in to look at how you will monitor and assess progress. Keep consistent and add it as a habit. Small progress updates are better than mass ones in my opinion.

Recognize that supporting others, especially in challenging situations, can take an emotional toll. Encourage self-care practices among your team members, such as mindfulness, stress management, and work-life balance.

Creating reflective practice sessions to provide an opportunity to talk not just about the work and role, but also how these impact the emotional needs of your peer workers is a very effective way to foster a supportive culture. If you can do this as a team reflective practice session, it will also help everyone to learn from each other, and better understand the different perspectives of the whole cohort.

A supportive culture is important when it comes to managing a Peer Support team. The amount of work that needs to be completed is done best when the Peers feel the support of their teammates. Encouraging open communication within the team creates that support. A culture where team members feel comfortable sharing their challenges and seeking help is therefore created. Lastly, fostering a sense of camaraderie to boost morale and motivation brings the team together even more. As an Army Veteran, my experience with camaraderie within the team equates to a supportive environment.

Trust is the foundation of a supportive culture. Be vulnerable to your team, let them know that everyone has weaknesses, even you. Show them that you will support them and accept them.

I think it’s very important when the workload is piling up that we make time to have group(s) debriefing(s) and we check in on one another. Following a couple incidents that unfortunately led to the death of an officer, all of us that led/participated in a peer support role in the debriefing gathered a couple weeks later. We met in a group setting with a clinician and a chaplain and we had a couple hours just to diffuse and talk about things. It’s important to share your experience with others that have encountered the same situation and offer healthy ways of decompressing and coping.

Several steps can be implemented to promote self-care and wellness. When the importance of mental and physical well-being is recognized, breaks are encouraged, realistic work hours are set, and resources for stress management are provided, the promotion of wellness is spotlighted. Additionally, when the workplace promotes a healthy work-life balance, burnout prevention strategies are put in place.

I saw an example of this in scheduling your work by priority, scheduling breaks and a finite schedule. No one does well after 10 hours a day.

A workday should be done with breaks throughout the day, whether to rest for 15 minutes or to leave the computer screen for a while and return with a little more energy.

Ao contrário do que muitos pensam, o autocuidado n?o é sin?nimo de egoísmo.?Trata-se de uma forma de praticar o amor-próprio e os cuidados básicos necessários. Quando nos sentimos bem, saudáveis e confiantes, também nos tornamos aptos a estender esse cuidado para o próximo e sermos mais solidá- rios uns com os outros.

The use of support tools can bring results for the entire company, as well as personalized Excel spreadsheets in order to fill in data and in the end it already generates a result about what was filled in, and with this make the comparison of a specific date with the current

Utilizar a tecnologia a nosso favor. N?o se pode estagnar. é preciso integrar metodologias e ferramentas atualizadas para melhores resultados.

As a manager, encourage the leadership to Invest in tools and systems that streamline workflow and enhance efficiency. This might include project management software, communication platforms, and/or task-tracking tools. Having the correct tools and workable systems will enable the team to perform effectively. Ensuring and implementing proper training for maximize utilization is a must. Don’t be afraid to be innovative and definitely research the best practices for the work that has to be completed.

In my experience, it is extremely important to know everyone's opinion within a group, what may be best for the team or not, to hold debates and agendas to be included in the work routine and also to create a form to be filled out accordingly. anonymously, perhaps if anyone wants to identify themselves

Feedbacks s?o fundamentais para o desenvolvimento pessoal e profissional de cada um e do time como um todo. Eles devem inspirar a evolu??o e mostrar de forma clara os aspectos a serem trabalhados. Um colaborador que recebe feedbacks positivos e de melhoria tem um norte para onde dirigir os seus projetos.

Managing a peer support team is a continuous learning process, and you need to seek feedback and improvement to enhance your performance and quality. You can do this by soliciting and listening to the opinions, suggestions, and complaints of your team members, your clients, and your stakeholders, and by using them to identify and address your strengths, weaknesses, opportunities, and threats. You can also conduct regular reviews, audits, or evaluations of your peer support

I find debriefing after each session to be a helpful step to teach and identify future group leaders. I’m a very strong believer in the each one teach one theory. When we acknowledge and accept the responsibility to teach, we should be consciously aware that our actions will not only impact the students but also those whose lives they touch.

**Regular Check-Ins:** Conduct regular check-ins with team members to assess progress, address any issues or concerns, and provide guidance and support as needed. **Encourage Collaboration:** Foster a collaborative team environment where members can brainstorm ideas, share resources, and work together to tackle challenging tasks. **Lead by Example:** Set a positive example as a team leader by demonstrating effective time management, communication skills, and a proactive approach to problem-solving. By implementing these additional strategies and fostering a supportive team culture, you can effectively manage the workload and keep everyone motivated, engaged, and on track towards achieving your team's goals.

Create a cadence, a rhythm or sense of progress. Breaking the workload down into “addressable units” helps people focus on one thing at a time. Showing the planned work in front and the completed work behind, showing the steps or stages the planned work moves through. Then each weekly/fortnightly meeting shows the progress through these small milestones. It also helps you make decisions about which elements need more attention and which can be left till later.

Set boundaries. As peers we are especially sensitive to vicarious trauma. If the work is piling up, then you are more than likely causing active harm to your team, and making them ineffective. This is unacceptable. A lot of agencies feel pressure to respond to the need in their communities and widen access to services. But as peers we all know that quality is better than quantity, and if we can't produce positive outcomes for our clients, then what are we even doing? Providing quality care to 10 people is far more impactful than providing access to 20 people.