How to prevent burnout this summer...

Happy Sunday, Leaders!

It's Memorial Day weekend, the unofficial start of summer in the United States.?

A time for reflection, remembrance, and a well-deserved break.?

Before diving into this week’s newsletter, I’d like to remember the men and women who served in the US military and made the ultimate sacrifice.?

It is a time to remember their bravery, mourn their loss, and ensure their legacy is never forgotten.

In this week’s newsletter, let's discuss something important: preventing burnout during these summer months.

Why does this even matter?

Burnout doesn't take a vacation.?

It can hit your high performers hard, especially when juggling work with summer activities.?

If your team doesn't take the time to recharge correctly, it can lead to decreased performance, low morale, and increased turnover.

How can you help?

1. Encourage time off.

One common myth is that high performers don't need breaks.?

This couldn't be further from the truth.?

Everyone needs time to unplug and reset.

Here's what you can do:

- Lead by example and take time off yourself.?

- Encourage your team to take their full vacation days.?

- Ensure workloads are managed so no one feels guilty about taking a break.

2. Promote flexible scheduling.

Summer brings longer days and more opportunities for outdoor activities.?

Flexible working hours can help your team maintain a healthy work-life balance.

What does that look like?

Allow team members to start earlier or finish later, accommodating their summer plans.

Introduce "Summer Fridays," where the team can leave early if their tasks are completed.

Of course, these practices don't have to be limited to only summer months.

3. Create a culture of unplugging.

Creating a culture where unplugging is not just allowed but encouraged is essential.?

This means not encouraging folks to check email or texts while out of the office.

And creating backup plans.

If someone goes out on vacation, ensure someone else can cover emergencies.

This helps in recharging both physically and mentally.

The biggest action is not to contact your team when they’re on PTO.?

Delay send that email.

Encourage the use of anti-burnout messages.

Ditch the out-of-office messages that say they’re available.

I recently came across an out-of-office message that said, “I’m out, but I’ll be on email or text me.”?

That's a response that you shouldn't use.

Here's why:

This worker is expected to:

?Be on.

?Respond.

?Check texts.

?Monitor emails.

?Have their phone.

?Open their computer.

Even when they’re out of the office.?

It’s not their fault.?

That expectation is coming from somewhere.?

Instead, use anti-burnout messages.

An anti-burnout message would have said:

I’ll get back to you when I return.

If this is urgent, contact my manager.

I’m out and will not be checking emails.

Feel the difference??

These messages convey transparency about availability and set clear expectations.

How can this become the norm on your team?

Lead by example with your out-of-office replies.

Encourage your team to use anti-burnout messages.

Make sure workloads are managed so no one feels guilty about stepping away.

As leaders, you have a responsibility beyond just getting the job done.?

By encouraging time off, promoting flexibility, and creating a culture of unplugging, you can help your team avoid burnout and enjoy the summer.

Let's make this summer not just about hard work but smart work.?

That's all for this week.?

If you have any questions or want to share how you're helping your team beat burnout, hit reply.?

I love hearing from you.

Always wishing you the best,

Dr. Beckford

P.S. Whenever you’re ready to build an engaged and profitable team. Here are two ways I can help you:

1. Boost your team’s profitability and well-being through a customized 1:1 presentation.

2. Get answers to your questions in a 1:1 conversation