Help! My Team Is Heading for Burnout

Dear Mike,??

I've observed my team working relentlessly for months now, and it's become increasingly clear that they're headed toward burnout. This is becoming a real concern as it's starting to affect our productivity. As their leader, I feel it's my job to fix the situation somehow, yet my company is not leaving me with any appealing options to do so.??

The challenge became painfully clear in a recent budget meeting. I suggested allocating resources for additional support staff and proposed granting the team some well-deserved leave time. This went over like a ton of bricks with the executives. Instead of considering the proposed solutions, they were focused on buzzwords like "optimizing output" and "leveraging synergies." The need to consider the human element – the wellness and morale of our team – seemed lost on them.??

Without the support of upper management, my options to help my team are limited. Any suggestions? I’m leaning heavily toward doing what I need to do to support my team, even if it may not align with the executive’s views, but I’m worried it may cost me my job. Even so, it almost feels worth it. The alternative – risking further deterioration of my team's productivity and morale – seems like it would have much worse consequences for the company as a whole.?

Regards,??

Head of Exhaustion?

Dear Head of Exhaustion,

Unless your executive team is composed of leaders just like Elon Musk, they definitely understand the need for recalibrating and reenergizing away from work.?

If you’re arguing that today’s world doesn’t leave a lot of room for work-life balance, then you are preaching to the choir, my friend. These days, it feels like we're always training for a big race, maybe dialing it back slightly every now and then – but only with an eye toward starting all over again for the next big race. That’s exhausting. If we stick with the running metaphor, then getting enough rest to heal is the only way to see any progress in the future.??

Minimizing the intensity of work or the way your team is going about work might be a way to recalibrate to your team’s needs without stepping on any toes. For example, if a lot of meetings require group engagement – break that up or create a weekly no-meeting afternoon.??

It’s overwhelming to feel like you’re constantly in meetings but not able to get any work done. For a lot of people, meetings are draining – even remote ones. Create the space for your team to focus and get things done. They’ll feel more productive, and that feeling will have tangible results.??

Getting enough rest to heal is the only way to see any progress

It’s 2024 – indentured servitude fell out of favor quite a while ago. This means that your leadership team can’t mandate not using PTO. Even if a full week off isn’t possible at this point, encourage your team to use their PTO. In fact, model it for them! Bookend a weekend with Friday and Monday off to disconnect and reset. Show them that the company can survive for a day without you (or any other individual) and be disciplined about not replying to emails. The higher-ups may not like it personally but, professionally, this is well within your rights. It also shows your team that you’re not just conscious of their concerns about potential burnout, but also that you agree with them on a personal level. It says that you see and appreciate the amount of effort they’re putting in, and that you understand breaks are needed – because you’re feeling and doing the same! Your advocacy isn’t performative; you believe in the value of their work and you are willing to show up and risk running afoul of your superiors to do what’s right for all of you.?

More importantly, it shows your creativity. While it’s not politic to tell your team the only reason you’re not approving their PTO is that “management doesn’t allow that kind of thing,” or because you “don’t want to derail and undermine the executives,” you can still find ways to provide them with the necessary breaks.?

There’s a middle ground between exactly what your team needs and exactly what your executives will be willing to give them

If meaningful breaks of this kind are not realistic, you can still show your team you care about them.? Consider experimenting with team building to bring the roiling burnout back down to a low simmer. Start the day with breakfast or schedule a day that ends early, where everyone goes and plays pinball or does a cooking class over Zoom – whatever you can do to build camaraderie within the workday. (Even if everyone needs to use a PTO hour to do it.)?

There’s a middle ground between exactly what your team needs and exactly what your executives will be willing to give them. And you don't have to stand up and rock the boat at the leadership level to validate what your team is feeling; all you have to do is stick it out with them and keep an eye toward the horizon and calmer seas.?

In today's business climate, most of us feel unsure at least a few times a week. If you have a question about a difficult workplace scenario, my inbox is always open. Message me here on LinkedIn or leave your questions for me anonymously. After 22 years as a serial fintech entrepreneur, I've averted my share of disasters. Let me help you outsmart yours.