Sua equipe está enfrentando burnout em vendas de mídia. Como você pode apoiá-los de forma eficaz?

Be present and understand your team. I have been going through this lately due to many changes happening within our company. I want to have an open door policy with my team and encourage the open discussions. When I might sense a member of my team is not doing well or just a bit off, I’ll make it a point to connect with them and ask how they are doing. I’ll lend a hand or ear or suggest a lunch or coffee break. Being able to sense your team and being present allows for us to connect and encourage much faster. It allows us to talk and possibly clear the fog for a clearer path.

Nada é silencioso. Tudo passa uma mensagem. O que torna doenças silenciosas não são os sintomas da mesma, mas o modo de viver no automático das pessoas em volta. Como líder, é fundamental conhecer sua equipe, pois com certeza você saberá interpretar os sinais e perceber as mudanças de comportamento. Nessa hora, a empatia tem grande valor, pois é a hora de saber chegar com calma no funcionário sobrecarregado e entender o que se passa para, só assim, tomar uma decisão que caiba para o momento, seja reduzir carga, melhorar incentivos, mostrar o valor e importância dele para o coletivo, etc.

The signs mainly shows in below : 1. Decreased Performance: A noticeable decline in sales performance can be one of the first signs of burnout. 2. Emotional Exhaustion: Team members may exhibit signs of fatigue, irritability, or a sense of being overwhelmed. 3. Increased Absenteeism: An uptick in sick days or unexpected absences might indicate that team members are struggling to cope with the demands of their roles. 4. Impaired Decision-Making: Burnout can lead to difficulty in concentrating and making decisions. 5. Negative Attitude Towards Work: A shift in attitude, where team members express cynicism or detachment from their work.

Reconocer las señales de agotamiento del equipo es esencial para mantener la motivación y productividad. Al mantener canales de comunicación abiertos, fomentar la expresión de inquietudes, y ser proactivo en la identificación y solución de problemas, puede prevenir el agotamiento y asegurar que su equipo permanezca enfocado y motivado en sus objetivos. Este enfoque no solo mejora el bienestar de los empleados, sino que también fortalece la eficacia general de su equipo.

Open discussions are really important, your team needs to be able to come to you at any time. Team meetings, feedback meetings, come together and discuss how together we can help to relive burnout and help each other and bounce off each others high energy

Beside the Open communication below would be really helpful to boost the team's motivation: - Supportive Culture: Foster a culture that prioritizes support over fear. A positive work environment where team members feel valued and supported can mitigate the effects of stress and prevent burnout. - Meaningful Work - Work-Life Balance - Professional Development - Recognition and Rewards - Wellness Programs - Resource Accessibility

Ofrecer apoyo después de identificar signos de agotamiento es esencial para mantener la motivación y productividad de su equipo. A través de reuniones individuales, acceso a programas de desarrollo profesional, creación de un entorno de apoyo y provisión de recursos adicionales, puede demostrar que valora el bienestar de sus empleados. Este enfoque no solo ayuda a mitigar los efectos del agotamiento, sino que también fomenta una cultura de apoyo y crecimiento, fortaleciendo la lealtad y satisfacción de su equipo.

Set time aside to discuss career growth and for an open dialogue. Ask questions to understand their mindset, goals and path. Be open that you might uncover that your employee might be open to a new position. Once you identify, work with them to set those goals either in current position or path to new opportunity. Be supportive and you will see the changes pretty quickly.

Setting SMART objectives is always important for avoiding burnouts and reaching your goals and it can be done according to below steps: 1. Start with Specificity 2. Ensure Measurability 3. Attainability is Key 4. Relevance Matters 5. Time-Bound Targets 6. Evaluate and Adapt 7. Break Down Big Goals 8. Connect with Your 'Why' 9. Plan for Setbacks 10. Celebrate Small Wins and praise your team members

Redefinir los objetivos es esencial para prevenir el agotamiento y fomentar un entorno de trabajo saludable y motivador. Evaluar y ajustar los objetivos para que sean desafiantes pero alcanzables, fomentar objetivos personales y celebrar pequeñas victorias puede mejorar significativamente la moral y la productividad del equipo. Un enfoque orientado a objetivos debe promover la motivación, no el estrés excesivo, asegurando así un equilibrio entre las demandas de la empresa y la capacidad del equipo.

Fomentar los descansos regulares es esencial para prevenir el agotamiento y mantener la productividad del equipo. Implementar políticas de equilibrio trabajo-vida personal, crear un ambiente de trabajo que apoye los descansos y reconocer la importancia del tiempo de inactividad son pasos clave para asegurar que su equipo se mantenga recargado y motivado. Al invertir en el bienestar de sus empleados, puede mejorar significativamente su satisfacción y rendimiento.

Techniques for Taking Breaks:- Pomodoro Technique: Work for 25 minutes. Take a 5-minute break. After four cycles, take a longer break (15-30 minutes). 52/17 Rule: Work for 52 minutes. Take a 17-minute break. This ratio is based on research suggesting it maximizes productivity and focus. 90-Minute Work Intervals: Work in 90-minute intervals followed by 20-30 minute breaks. This aligns with the body's natural ultradian rhythms, which cycle through high and low energy periods. Two-Hour Work Blocks: Work for two hours. Take a 15-20 minute break. Suitable for deep work requiring extended focus. Microbreaks: Take short, frequent breaks (2-5 minutes) every 20-30 minutes. Stand up, stretch, or take a quick walk to re-energize.

This is all set up from leadership. Position opportunities to encourage your employees to take the time and not feel obligated to check in when they are OOO. Create a buddy system so when people take time off, their buddy can support them while they are enjoying their time. Step up as a leader and be the backup buddy if needed. As a leader, you need to lead by example as hard as it might be at times. When you are off, have a team leader support you while you are out. This can help in career growth for your team and demonstrates trust. Creating this trust and encouragement will help change the dynamics of the team, but also help reduce burnout.

Take a day to shut yourself from everything . Have a quite day to simply refect set uour oriorities right..Recharge and come back.

Gaming and fun meetings always made perfect sense for me when it comes to fostering a strong sense of team work and motivating team members .

One thing I have found helpful is to have Q&A sessions. Recognise great work and let people who have been doing well run workshops and get people to ask them questions to learn from.

Support your team by encouraging regular breaks, promoting a healthy work-life balance, providing resources for stress management, and recognizing and rewarding their efforts to boost morale.