Your team member is burnt out. How can you support them while still meeting performance goals?

Recognizing signs of burnout is crucial, so stay alert to changes in behavior, productivity, or attitude. Initiate the dialogue by expressing concern and listening empathetically. Adjust their workload to prevent overwhelm, redistributing tasks if necessary. Foster resilience by encouraging breaks, promoting work-life balance, and offering resources like stress management workshops. Show support by being approachable and understanding, and possibly providing mental health resources. Continuously monitor their progress, providing feedback and adjustments to ensure they feel valued and capable, thus aligning their well-being with performance goals.

I have always emphasized, treating people as 'Heartcount' & NOT headcount. You can hear the heartcount only when you are connected with team. Have open conversations & compassionate conversation to understand their them. Offer flexible work arrangements/ delegate tasks to lighten their load. Encourage breaks and prioritize self-care. As a leader, demonstrating empathy and understanding can help them recover more effectively, ultimately leading to sustained performance and a healthier work environment. Remember, as Brené Brown says, "Empathy is not about fixing; it's the brave choice to be with someone in their darkness, not to wipe it away." By supporting your team member empathetically, you create a culture of trust and resilience.

O primeiro passo realmente é se alertar aos sinais, o esgotamento começa aos poucos, e acontecem por muitos motivos como: férias acumuladas, gestão tóxica, falta de equilíbrio entre trabalho e vida pessoal... o PRIMEIRO Passo é NÃO COMPACTUE com politicas que causam esgotamento no funcionário. A prevenção é a melhor opção.

Equilibrar o bem-estar da equipe com as metas de desempenho pode ser desafiador, especialmente quando um membro está esgotado. Que tal abrir um diálogo honesto e acolhedor? Comece criando um espaço de segurança, para que possa entender - de fato - como seu colaborador está realmente se sentindo. A partir da resposta, explorem juntos: - É possível ajustar prazos ou redistribuir tarefas? #flexibilidade - O que podemos fazer para aliviar a carga de trabalho? | Como eu, como líder, posso ajudar neste momento? #suporte - Ferramentas, treinamentos ou até mesmo um período de descanso podem ajudar? #recursos Lembre-se: ser empático neste momento fará toda diferença!

Opening space for transparent, compassionate and confidential communication is crucially important when a team member is experiencing burnout. When this occurred with someone on my team, I opened the conversation by sharing some of the changes that I had noted (in behavior, affect, performance), then sharing my concern and finally asking how I could support. Then I listened intently for what she said (and for what was left unsaid) to then gage where I should take the conversation next (more trust-building or move to offers of support)

As a leader, consider these strategies to ease the workload of the affected team member: Redistribute tasks: Share their assignments among the team to alleviate pressure temporarily. Reevaluate deadlines: Set more realistic timeframes that account for both well-being and productivity. Prioritize projects: Determine which tasks are urgent and critical, allowing the team to focus on high-impact responsibilities. Support recovery: Provide temporary relief to facilitate regaining balance without indefinitely reducing their responsibilities. By adopting this strategic approach, you foster a supportive environment, demonstrating your commitment to both individual well-being and overall team success.

O ajuste da carga horária e o modelo de trabalho pode reverter o caso ou prevenir o esgotamento. Se der para liberar o seu funcionário para o modelo remoto, opte por liberar, a jornada de trabalho na maioria das vezes é muito cansativa.

True resilience is only possible with a high level of self awareness and ability to shift when dealing with chronically stressful situations. To truly cultivate resilience you must learn and educate your people on how to recognize embodied messages and then how to move through them in healthy ways. To get to burnout, an individual is pushing through bodily messages saying there is a problem. Therefore, by helping a person to both identify the messages and equip them with what to do in response is going to help them the most.

Show grace. Sometimes the causes of workplace burnout aren't about the work at all. Your team member may be struggling with personal issues that they're carrying into the workplace with them. Leaders can offer support but these issues are often beyond your control. Showing grace by providing extra time off, flexibility with hours worked or results achieved, or just simple acceptance of whatever your team member needs to get better can help dissolve worry and reduce burnout for them.