How would you approach a team member who is experiencing burnout but is hesitant to seek help?

Supporting a team member experiencing burnout requires a thoughtful and empathetic approach. Here are some steps you could take: Pay attention to signs of burnout, such as decreased productivity, increased errors, or withdrawal from team activities.

Approach a team member who is suffering burnout with care and compassion. Set up a private, casual gathering to discuss their well-being. Listen actively, noting their emotions without passing judgement. Encourage open communication by providing resources and support alternatives, while emphasising confidentiality and compassion. Suggest modest changes to their workload and provide adaptable solutions. Reiterate your commitment to their health and productivity, and create a supportive workplace that prioritises their well-being and professional development.

Bom esse é um caso delicado, pois esse problema que o empregado está passando pode ter sido gerado em função de uma falha em sua própria gestão. Uma vez identificada a melhor forma é o diálogo entre a medicina do trabalho, assistente social e o gestor. Identificar a causa raiz, suportar o empregado em todos os aspectos, acolher e procurar ajuda especializada, sempre de maneira sigiloza e respeitosa.

As an expert, I recommend a gentle, non-confrontational approach. Schedule a private chat and express your concern for their well-being. Mention specific changes you've observed (e.g., missed deadlines, low energy) and emphasize that these are common signs of burnout. Focus on offering support, not blame. Let them know resources are available (e.g., company wellness programs, mental health professionals) but avoid pressuring them to use them. Patience and a listening ear are key to fostering trust and encouraging them to seek help on their own terms.

Initiate a private conversation to express concern and create a safe space for them to share their feelings and challenges....

Provide Resources-Offer information about resources available, such as counseling services, stress management workshops, or flexible work arrangements.

Adjust Workloads: Review their current workload and discuss possible adjustments or redistributions to alleviate pressure and prevent further burnout.

Encourage Balance-Emphasize the importance of work-life balance and encourage them to take breaks, use their vacation time, and engage in activities that promote relaxation.

O equilíbrio entre vida pessoal e profissional é um pilar super importante. Em que pese a vida tenha fases em que ora o desenvolvimento profissional é tão importante quanto a vida pessoal, essa última jamais deve ser deixada de lado. Ao equilibrar uma rotina saudável de cargas de trabalho, exercícios físicos e outras atividades de lazer, abrimos espaço para que tenhamos uma vida mais harmônica e em consequência acumulemos menos stress do dia a dia. Entendo que uma rotina equilibrada também coopere para uma diminuição da ansiedade e da melhora do sentimento de felicidade no ambiente corporativo.

Just as getting to a point of burnout doesn't happen overnight, the same applies when you're recovering from it. As a manager, you should provide continuous support to your team members and ensure that they don't fall back into old patterns. It is important to acknowledge that getting back on track may take some time, but with the proper support, you'll help them in more ways than one. This is also a valuable lesson for you as a manager. It will allow you to be more proactive to avoid such cases in the future. Some things you can do: - Assess if the workload is reasonable - Distribute tasks across the team to ensure equal capacity - Be mindful of personal troubles - Remind your team that you're there to help at all times

Support Continuously- Maintain regular check-ins to monitor their well-being, provide ongoing support, and adjust strategies as needed.

Ensure a private and comfortable setting for the conversation to help the team member feel safe and more open. Gently express your observations and concerns without making assumptions. Allow them to speak freely and listen without interrupting, showing empathy and understanding. Let them know it's okay to feel overwhelmed and that seeking help is a sign of strength, not weakness. Offer to help with workload management, discuss possible schedule adjustments, or find ways to distribute tasks more evenly among the team. Encourage a healthy work-life balance within the team by setting an example yourself, promoting regular breaks, vacations, and a supportive work culture.

Helping my team member with burnout who's hesitant to seek help starts with a caring approach. Have a private chat where we show concern for their well-being not just their work performance. Listen carefully without judging them. Let them share how they feel and what's tough for them. Show we understand & care about their struggles. Offer practical help, like adjusting their workload or suggesting ways to work more flexibly. Encourage them to consider getting professional support like counseling& assure them it's okay to seek help. Keep checking in with them regularly to see how they're doing & show we're there for them. By building trust & showing we care, we help them feel supported enough to take steps toward feeling better.

Eu acredito que normalmente é algo que a Liderança não ofereceu ao Colaborador: ou segurança, ou confiança, ou abertura. Quando a pessoa sente-se confortável com o líder (se ele é um Líder Humanizado), fala. O que pode ocorrer é que, algumas vezes, a própria pessoa tem dificuldade em perceber. E a opinião de outras pessoas pode ajudar a fazer com que a pessoa busque ajuda. O próprio líder pode ser esse apoio, com ferramentas específicas, sem desconsiderar, obviamente, um tratamento de um especialista. Ou seja, o líder precisa construir esse ambiente de confiança mútua com a equipe, na minha modesta opinião. #burnout