Hier erfahren Sie, wie Sie Burnout bei Ihren Teammitgliedern erkennen und bekämpfen können.

That's why fostering an environment of vulnerability and trust is so key. When people feel safe bringing their real, authentic selves to work - challenges, anxiety, and all - you can start to notice those involuntary stress cues. Things like body language, shorter fuses, or lack of presence in meetings. From there, the antidote is leading with compassion over judgment.

Observe behavior: Regularly monitor team members for signs of burnout, such as fatigue, cynicism, or decreased productivity. Open communication: Encourage open dialogues to discuss any challenges or concerns affecting team members' well-being. Offer support: Actively listen to individual struggles and demonstrate empathy while understanding the uniqueness of each situation. Implement solutions: Identify and address root causes of burnout; consider workload adjustments, flexible schedules, or wellness programs. Maintain work-life balance: Encourage healthier habits, such as taking breaks and setting boundaries between work and personal life.

A few thoughts on spotting and tackling burnout in your team members by maintaining an open dialogue: - Go beyond, "How's it going?" - dig in to see how it's actually going, not just the work, but with them - Never accept, "It's fine" - keep digging by asking specific questions about their work - Monitor newly missed timelines or poor quality - that can be a sign of burnout - Unlimited vacation can be a trap and more frustrating if the work is overwhelming - encourage team members to hit critical milestones, complete that project, or complete that need, then wrap-up early, take time away, guilt-free Monday/Friday time off without hitting PTO, giving back to them for all that OT, is a great way to show appreciation with no hard cost added

I always encourage leaders to engage others with a mindset of genuine curiosity rather than "deal with" someone who appears burned out, especially during such stressful times. The former is people-centered and puts their well-being first, while the latter may lead to punitive measures. The tricky thing is not crossing boundaries and asking too many questions. Also, don't assume that burnout is necessarily the issue. Provide an open ear and just listen - best in a safe place away from the office - and let the employee provide the answers while you offer your presence and support. We must always remember that we have people, actual human beings, in our charge who have lives outside of work. Life has a way to affect work - and vice versa.

Be the example if you really want your team to avoid burnout. - Not by just telling them, but by showing them - make sure they know when you are off so they know it's okay - Let them know when you cut out early or have personal stuff to handle, allowing them space for the same - Remind them of why you do certain things and that it's not an expectation of them - Respect their time- there is power in not emailing during before/after hours of regular business day. Schedule or delay that email for when people are working. For global biz, adding a tagline of no expectation to respond outside of daily work hours. If truly urgent - DM/Text/Call if the sky is falling and you must reach them - Building a culture with boundaries takes intention

As a leader, supporting team members experiencing burnout is crucial as it can have serious consequences for both individuals and organizations, such as reduced productivity, lower morale, increased absenteeism, and higher turnover. It can affect anyone, but especially those who are passionate, dedicated, and high performing. Here’s a personal experience-based approach to help them: • Recognize and Acknowledge • Individual Check-Ins • Workload Assessment • Flexibility • Encourage Breaks Remember, compassionate leadership fosters resilience and well-being within your team..

-- Provide Mental Health Resources and Flexibility Offer support by providing access to mental health resources and flexible work arrangements. These can help alleviate stress and give team members the space to recover from burnout. --Acknowledge Hard Work and Reduce Workload Acknowledge your team’s hard work with positive reinforcement and, if possible, temporarily reduce their workload. This helps boost morale and gives them the necessary time to recuperate, facilitating a quicker and more effective return to optimal functioning.

--Promote Autonomy in Task Management Empower team members by allowing them to manage their tasks and schedules. Encourage them to take breaks as needed. This autonomy helps reduce burnout by giving employees control over their work, keeping them engaged and motivated. --Support Professional Development Offer opportunities for professional growth and development. When team members feel valued and see a path for their career advancement, it can rekindle their passion for their work, helping to combat burnout.

Start with trust. If there is no trust between team members and leadership, there will be very little, to no pathway to have open dialogue. Spotting signs of burnout doesn't contribute much if you can't have open, honest, and candid conversations. Building trust is the foundation. Without it, you're putting large fires out with an eye-dropper.