Your team is facing major changes at work. How can you keep them motivated and prevent burnout?
Are your teammates feeling the strain of change? Share your strategies for keeping spirits high without burning out.
Your team is facing major changes at work. How can you keep them motivated and prevent burnout?
Are your teammates feeling the strain of change? Share your strategies for keeping spirits high without burning out.
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Burnout is a pervasive and harmful problem. Change by itself is not something desirable and when facing major changes, employees might feel emotionally drained, negative and detached from work, which leads to decreased performance. How should we keep them motivated and prevent burnout? First thing to do might be promoting a work-life balance culture through encouraging reasonable schedules, regular breaks, and time off. Second can be establishing real, vivid, accessible goals and expectations. Third is involving employees in the process of decision-making. Organizing the mental and physical well-being of employees is the fourth step. Finally encouraging them to give feedback by open communication is the key to maintain their motivation.
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Based on my experience, it's important to first acknowledge the reality that the team is going through a challenging situation. This would be a more authentic approach that resonates with most people, rather than whitewashing the situation or avoiding it entirely. That can come across as naive, disingenuous or inauthentic. Secondly, I find it really important for each of us, especially those in leadership positions, to come to terms with the change. Our mindset and internal monologue have a way of seeping out, and our colleagues and team members can sense what we are truly feeling. If we need time to process the change, take it. When we are ready, have a positive mindset and are in a position to inspire others - then, engage the team.
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Communicate openly about the changes and their reasons. Encourage team input and acknowledge their feelings. Provide support and resources, and celebrate small wins to maintain motivation and a positive atmosphere during the transition.
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Communicate openly about the changes and their benefits. Provide support and resources to help them adapt. Encourage breaks and maintain a balanced workload. Celebrate small wins to boost morale and motivation.
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1. Communicate the reason behind the changes and don’t sugarcoat it. Be confident in your team’s ability to handle directness and transparency. 2. Encourage people to take time off and don’t question it. Offer them additional paid time off that won’t count towards their regular PTO. 3. Welcome 1:1s directly with management or someone on the team who people feel comfortable opening up to, who can then facilitate and address concerns.
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