Sie bemerken Burnout-Symptome in Ihrem Team. Wie können Sie diese proaktiv ansprechen?

An example I have been a part of when a leader notices burnout among his or her team members is to invest in harnessing an environment that allows for self care. Take time and have informal chats with affected team members to just appreciate their hobbies and interests and how they can be supported in that regard. Once so often a team building expert could be brought on board to take the team through some rejuvenating processes in an environment outside formal office premises. It is not a one-size fits all approach, but one that recognises differences in personalities and what drives each team members to be and do their best.

The strong signs (sleepiness, irritability or absenteeism) usually come up late in the process, after a lot of harm has been done. There are earlier signs, like negative body language, sense of no achievement or acceptance of "the way things are" that can be spotted through frequent 1:1 conversations and usually prevent from getting to the next phase. It's key to address those once detected and work together with your teammate on potential solutions. In my experience, when people start seeing improvement on their areas of concern, they move from a path of burnout to one of motivation, and that mindset flip reflects in their external signs straight away.

To address burnout proactively, prioritize open communication and encourage team members to share their workload concerns. Implement regular check-ins to monitor well-being and workloads. Promote a balanced work-life environment by setting realistic expectations and boundaries. Encourage taking breaks and time off to recharge. Offer support through stress management resources, such as wellness programs or counseling services. Recognize and celebrate achievements to boost morale. Adjust workloads if necessary and foster a collaborative team culture. Providing a supportive environment where employees feel valued can significantly reduce burnout and improve overall productivity.

The early signs of burnout fall into 3 categories: (1) Physical Symptoms: this includes fatigue, headaches, sleep disturbances, or falling ill frequently. (2) Emotional Symptoms: there is a feeling of being overwhelmed, anxious, low energy, and a lack of motivation. (3) Behavioral Symptoms: here is where others can see and may attract many unkind comments. There is a decrease in work performance, a withdrawal from social interactions, procrastination, or an increase in anger or irritability. As a team leader, one has to be proactive and wear a counselor's hat and ask the member how can the leader help, assist, and support the member during this time.

I regularly check in with my team, not just about their work but also about how they're feeling. If someone mentions they're feeling overwhelmed, I’ll help them prioritize tasks or find ways to lighten their load temporarily. I also make sure they know about the resources available to them, like counseling services or mental health workshops. I encourage them to give themselves permission to take a mental health day when needed—I even lead by example by taking one occasionally. Creating an environment where everyone feels supported and knows it’s okay to ask for help is key.

Start the conversation early. Let your team member know you care about their wellbeing - not just their output. Schedule a meeting and only discuss this, so it isn't interfering with work-related agenda items. Mention what signs you've noticed, and ask them how they feel and what they're comfortable sharing. Let them know you genuinely care about their wellbeing and want to help them be productive as well as happy and fulfilled in their job. Ask what support they need from you - you can provide a few examples, but let them tell you what they need, then you can help them apply the professional filter to ensure they are balancing their work output with the importance of taking care of their personal wellbeing.

The key to addressing burnout in your team is creating a psychologically safe environment, where employees feel comfortable expressing concerns and discussing errors without fear of repercussions. This doesn’t mean lowering expectations; rather, it’s about fostering an atmosphere of trust and openness. Start by demonstrating that it’s okay to talk about challenges and mistakes—share your own errors openly to set the tone. While this might be harder than it seems, it paves the way for a win-win situation. When team members feel safe to communicate honestly, they are more likely to engage and innovate.

Creating an environment where your team feels comfortable discussing their challenges is fundamental to addressing burnout proactively. Open dialogue allows team members to voice their concerns and stressors before they escalate into more serious issues. Regularly scheduled check-ins, where employees are encouraged to share their workload and emotional state without judgment, can foster this open communication. As a leader, it’s crucial to listen actively, show empathy, and take their concerns seriously, which helps build trust and demonstrates that their well-being is a priority. To further address burnout, it's essential to act on the feedback received during these conversations.

Build an atmosphere of trust where employees feel comfortable sharing their struggles without fear of judgment or repercussions. Let your team know that their well-being is a priority and that open communication is encouraged. Make it clear that your door is always open for conversations. When employees know they can approach you with concerns, they’re more likely to speak up when they start feeling overwhelmed. Don’t wait for employees to come to you. Schedule regular one-on-one check-ins to discuss how they’re feeling about their workload and overall well-being. These meetings can reveal early signs of burnout before they become severe.

Creating psychological safety is key to creating the space and inviting team members to share openly. Again, take the time as leaders to get to know your team members outside of the work/deliverables/results they get for you. Having a strong foundation of trust and demonstrating care in the day to day goes a long way to a team member opening up to you when they are facing burnout.

Keep a detailed record of how tasks and projects are assigned across your team. Use project management tools or simple tracking systems to ensure you have a clear overview of who is responsible for what. Incorporate workload discussions into regular one-on-one meetings. Ask team members how they’re managing their current tasks and whether they feel their workload is manageable. Look for early signs of burnout, such as increased absenteeism, decreased engagement, or a decline in work quality. These symptoms often indicate that an employee’s workload may be too heavy. Pay attention to changes in behavior, such as an employee who was once proactive and engaged becoming withdrawn. These shifts can be linked to feeling overwhelmed by work.

Daily stand-ups with a kanban board has helped instrumentally in this assigning and assessing work load. Every morning the team meets and every member states what they are planning to complete today as per the priority that their to do list has and share estimate of the time they think they will need to complete it. This gives visibility into who is lifting how much load and who is having some breather to help overloaded team member to share load. When team meets next day again, if an effort was under estimated and is requiring more time, that can be identified as well.

For the teams I lead, I have either biweekly or monthly check-ins where we address workload so we can be proactive to address bandwidth issues. Ensuring projects have clear timelines, roles and responsibilities assigned are also critical success factors

Consistent conversations with your team members allow you to measure and address any signs of burnout. Ask them how things are going, what they think of their work, what might be stressing them out in their personal life, and how you can help. You can do that as their manager or just as their colleague.

Taking regular breaks and time off is crucial for keeping burnout at bay. I always tell my team to step away, take a walk, or just do something that refreshes them during the day. It’s also key to use vacation time to fully unplug and reset. Trust me, it makes a world of difference in productivity and well-being.

As a leader, normalize taking breaks by doing so yourself. When employees see you stepping away from work for a short break, they’ll feel more comfortable doing the same. Regularly remind your team that taking breaks is crucial for sustaining productivity and creativity. Emphasize that breaks are not a luxury, but a necessary part of maintaining high performance and well-being. Encourage your team to take short breaks at regular intervals throughout the day. Make it a habit to encourage your team to take their lunch breaks away from their desks. Changing the environment can help them reset mentally and physically.

I learned about the Pomodoro Technique early in my career and it's been a game changer. The method has built in breaks after a period of focused work and those breaks strengthen memories of the new skill just practiced or gives the brain a break. Incorporating breaks is essential to wellbeing and not just when experiencing burnout

"Sometimes the most productive thing you can do is relax." — Mark Black Ask your team members to use their breaks for creative and fun activities or do engage in activities that make them happy. Offer them flexible options for breaks so they can take breaks when they need them the most. Encourage them to do casual chit-chat gatherings during breaks within the team and with teams from other departments.

Foster a culture of physical and mental wellness and good stress management in your organization. This approach can dramatically decrease the number of employees who experience burnout. Add floating mental health days they can take off when they need to, or create an employee wellness plan wherein employees can get reimbursed for mental health treatments. Consider offering one day off per quarter to volunteer at their favorite charity. These activities help decrease stress but, more importantly, show your team you want and need them to take care of themselves.

A supportive team culture is essential for preventing burnout. Here are key practices: Open Communication: Create an environment where team members feel comfortable sharing thoughts, concerns, and ideas. Recognition and Appreciation: Acknowledge and celebrate individual and team achievements to boost morale. Work-Life Balance: Promote healthy work-life boundaries and encourage time off to recharge. Empathy and Support: Show genuine care for team members' well-being and offer support during challenging times. Continuous Learning: Invest in professional development to help team members grow and feel valued. Team Building: Foster strong relationships and collaboration through team-building activities and social events.

Create an environment where team members feel comfortable discussing their workload, stress levels, and personal challenges. Regularly invite feedback and encourage employees to share their thoughts and feelings without fear of judgment or repercussions. Practice active listening during conversations with your team. Show empathy, acknowledge their concerns, and avoid interrupting. This approach makes employees feel heard and valued, which is crucial in a supportive culture. Encourage employees to set clear boundaries between work and personal life. Avoid contacting team members outside of work hours unless it’s an emergency, and discourage them from working late or on weekends.

Burnout is a serious issue that can sneak up on even the strongest teams. In my experience, the key is building a culture of genuine connection and support. This starts with open, honest communication about well-being. I make it a point to regularly check in with my team, not just about work, but about how they're really doing. Leading by example is essential - I set clear boundaries and encourage my team to do the same. We prioritize breaks, time off, and flexibility. Most importantly, we foster an environment where it's OK to speak up when feeling overwhelmed. The Connection Mindset™ teaches us that by staying attuned to our team's needs and creating a supportive atmosphere, we can prevent burnout and unlock our collective potential.

Working long hours and on weekends are common causes of burnout. Keep an eye on everyone’s workload and move tasks around if they can’t do it in a normal work week. Working after hours should be the rare exception, not the rule.If people have children and need to leave work earlier, take care of a family member, or whatever the case may be, offer flexibility. If the work isn't getting done once you offer flexibility, have a conversation with them. Granting this flexibility will promote greater self-care, lower stress levels, and create a healthier work environment.

Investing in skill development is crucial for combating burnout and fostering a motivated workforce. Key practices include: Needs Assessment: Identify individual and team skill gaps to tailor development initiatives. Continuous Learning: Encourage ongoing learning through workshops, conferences, online courses, or mentorship programs. Cross-Training: Promote skill diversification and knowledge sharing within the team. Feedback and Coaching: Provide regular feedback and coaching to support skill development and career growth. Career Development Plans: Work with employees to create personalized career development plans aligned with their goals.