Your top team member is burning out. How will you keep them motivated and engaged?

Open discussion is the key starting point and not only demonstrates that you care about and you open up a safe space for sharing but also can help uncover some of the root causes behind this. I’ve seen different levels of burn out but every time this is concerning. Workload can be a major contributor to this but there can also be other reasons. Understanding the root causes will ensure that you as a leader can support the team member the best possible way and design effective ways to help solve the situation.

Open dialogue and empathy can help your top team members stay healthy and motivated. These 4 approaches prevent burnout and foster a healthy work environment: 1. Create a Safe Space: Make sure your team member feels comfortable sharing their feelings. 2. Check-In Regularly: Schedule regular one-on-one meetings to discuss their workload and well-being. 3. Show Genuine Concern: Let them know you care about their mental health, not just their productivity. 4. Offer Support: Provide resources that can help manage stress.

In this conversation, it also helps to ask the employee what they need in order to be motivated and engaged, or how you can help them figure that out. If you blindly propose solutions that aren't aligned with what they're looking for, your efforts will be wasted and they won't benefit from them. We don't ask our employees often enough what they need, but doing so helps us serve them best.

A burnt-out star performer needs a recharge. Here's how to help: Open Communication: Talk openly about their workload. Listen to their concerns and identify burnout triggers. Redistribute Tasks: Delegate some duties or adjust deadlines. This eases their burden and shows you value their well-being. Offer Recognition: Acknowledge their past achievements and emphasize their importance to the team. Encourage Breaks: Promote healthy work-life balance. Encourage breaks, vacation time, or flexible schedules to prevent further burnout. Growth Opportunities: Discuss career goals. Offer new challenges or training opportunities to reignite their passion and motivation.

In order to keep your team member motivated and away from burnout, get to the root of the problem. This requires creating a comfortable space for them to express how they feel and what’s been leading them towards burnout. Be ready to show compassion, empathy and to let them know you are there to help. Establishing this supportive environment will allow you to offer solutions that will restore motivation and re-energize your team member.

Assess current workload by understanding their tasks, reviewing their current projects and deadlines, identifying overlapping responsibilities, and determining the most time-consuming tasks. Dealing with burnout is vital for maintaining a healthy, productive team. By reviewing workloads and offering support, you create a thriving work environment.

Es muy importante reconocer públicamente sus logros y esfuerzos. Así se refuerza su sentido de valor y contribución al equipo. El apoyo y la empatía es fundamental, aplicando la escucha activa para conocer sus preocupaciones y demostrar empatía hacia sus desafíos. Proporcionar oportunidades para el desarrollo profesional y personal. Esto puede incluir capacitaciones relevantes o proyectos que despierten su interés Ofrecer flexibilidad en horarios o métodos de trabajo cuando sea posible Proporcionar desafíos nuevos y estimulantes. Esto puede evitar el estancamiento y renovar su entusiasmo Fomentar una cultura de trabajo en equipo donde cada miembro se sienta valorado. Celebrar los logros como equipo refuerza el sentido de pertenencia.

Si el mejor miembro de nuestro equipo se está agotando, puede ser que algo ande mal en la distribución de las cargas de trabajo entre todos los colaboradores que tenemos. Como líderes podemos cometer el gran error de sobrecargar al mejor colaborador que tenemos, básicamente porque sabemos que es bueno y que nos va ayudar a sacar una tarea adelante. Sin embargo, el problema está en que no pongamos atención en aquellos otros miembros del equipo que tienen una carga de trabajo mucho menor, y que muchas veces, les sobra tiempo. No podemos permitir como líderes que un muy buen player se vaya de nuestro equipo por sobrecarga de trabajo. Revisa muy bien la carga de trabajo entre todos los miembros de tu equipo. #liderazgo #leadership

If your team member’s burnout is becoming visible, it is already becoming an emergency. So step 2 after supportive open dialogue is to create space and energy for the person to get perspective and have the resources to address change. Collaborate with them and as a wider team to relieve pressure and give room for resources to build up. Then they can participate in workload review (and what’s going on inside) much more effectively. Use coaching/mentoring well so that it is not only the direct report involved - have people outside the reporting structure who are focused on the person.

If the team member is taking on too much work then determine what needs to be done to ensure they can still perform at a high level without being mentally, physically or emotionally run down . Sometimes its a matter of strategizing their work load so that it’s manageable and not overwhelming.

Se alguém está a beira do burnout, qual será a real contribuição para o trabalho? Só esta análise racional e sem empatia quase nenhuma já deveria ser suficiente para entender que saúde não se negligencia. O custo é sempre muito alto. Oferecer possibilidades é o papel do gestor. Menos tempo, menos dias, férias, remoto, assistente, redução da carga de trabalho. Por vezes, eu assumi, como líder, o trabalho de alguém da equipe para poder desafogar o fluxo. Mas o mais importante é entender que é inegociável quando falamos de saúde

Your team member may not even realize they are burnt out. And that's the first problem. No matter how flexible you are with respect to workplace arrangements including remote work, project reassignment, and so on, that team member may be resistant to the very idea that change is needed. To be convincing, you need to offer personal (and true) anecdotes and examples about what YOU did, or what other members of the team did, to combat burnout. The best thing that you can do here is be vulnerable, be honest, and be supportive!

When you're seeing a top performer burning out, act quickly. First, ask for their suggestions and implement what's possible. Often a top performer is burning out because they want to do too many things at once & do them all perfectly. In this case, you -as the manager- are going to have to evaluate the work and determine which things are Nice-to-Do vs Must-Do. Eliminate or delay all Nice-to-Have work for now. Re-evaluate all project timelines and see which deadlines can be extended. Offer additional resources to offload some of the employee's tasks. Suggest that the employee take some time off; whether that's a full week of vacation or just a long weekend. Let them know you value them and want them to succeed in the long run.

First, employees need to see a clear path from where they are to where they want to be. If all the senior roles are filled from external recruitment, it is natural for them to wonder what their career prospects are. From onboarding onwards, they need to know that if they work for these number of years and acquire these number of skills, they can be promoted to these types of positions. Secondly, employees want employers that are willing and ready to invest in their career advancement in preparation for more significant roles. Mentorship and training programs must be available and they must focus on both technical skills as well as preparation for leadership positions.

By addressing the root cause of the issue and being supportive and understanding, the leader can assist the team member and help him regain his motivation and become an active member of the team once again. Also utilizing the services of a coach can be really helpful during this period,

O esgotamento, por vezes, é uma resposta a um cansaço situacional. Uma promessa de promoção ou mudança de trabalho não cumprida. Histórias erradas que se repetem sem que haja perspectiva de mudanças. Concorrência exagerada com outros membros da equipe. Sair deste momento e espaço pode ser a alternativa de futuro que transforma o presente. Mas essa proposta tem que estar lastreada em fatos e promessas reais.

Burnout is a “we problem” too. Consider the wider growth that is needed, not just that of the person burning out. Burnout happens in a wider environment of work and home and in relationships with others and tasks. Seek professional growth as an organization to learn everything possible for how to be a place of thriving and flourishing.

Recognition is better when it is accompanied by a reward. While rewards should not be given without verbal recognition, in most cases, verbal recognition should also be accompanied by a reward, no matter how small. Cash bonuses, vacation time, movie tickets, spa day, a lunch with an executive, meal delivery, free books, are some of the reward ideas you can implement. Gift cards have also become popular as a way to reward employees for many reasons. First, you can use them for general reward programs for all your workers (say on Workers Appreciation Day) or at the end of the year or as incentives for a job well done.

Don’t let your top talent feel undervalued. Create a culture of recognition and support. Celebrate achievements publicly by 1. Team meetings: Highlight individual contributions 2. Company newsletters: Share success stories 3. Social media: Showcase their work

Many times we focus on recognizing people that don't get recognized often. We don't feel the need to recognize top performers because it may feel that they get recognized a lot. In actuality, they probably don't get recognized enough. They are your top performers. You wouldn't be what you are as a company without them. Make sure they are always the for front. You cannot recognize them enough. It continues to reinforce your praize for top performance and you want these people always feeling good and appreciated. People won't resent them, they will recognize they are getting a lot of praise all the time because they are top performers and it will encourage others to want to be like them.

The solution to micromanagement is to empower employees and trust them enough to execute the activities assigned (as long as you have provided them with the necessary resources). In fact, this is one area where established companies can learn from startups. An alternative to micromanagement has been called employee empowerment which Upwork, the freelance website, defines as “a modern management approach that enables employees to take ownership of their work, be more creative and engaged in their jobs, and make independent decisions.”

If they are truly a Top Team Member, give them time off with their family. Ideally, give them a paid family vacation, but at a minimum, paid time off to be with their family. Suggested timeframe: Every 6 months. Also, give them a personal weekend or day at the spa (or other place of their choosing). Suggested timeframe: at least once per quarter. Engagement is not merely a factor of doing the work. If the individual is recognized as a Top Team Member, they've done the work. Doing more work does not keep them engaged, it will further burn them out. Expressing value for the person is critical. Don't underestimate the power of employer-supported self-care for employees to refresh and rejuvenate weary spirits, souls, and bodies.

Deixar o colaborar chegar à exaustão é falha, direta ou indireta, da liderança, no meu entender. Como sempre falo, a primazia do gestor é estar presente, atento, ouvindo, vendo, vivenciando a equipe. Os sinais de exaustão nem sempre são claros, mas o contato próximo sempre ajuda neste sentido. Saúde não é apenas primordial. Saúde é inegociável. O excesso de trabalho, que já foi visto como sinal de comprometimento, no mundo contemporâneo, não cabe mais. Ou não deveria caber. Converse, ouça, mostre como o seu estilo de liderança preserva o time, para preservar o negócio.

This is so important. If your energy is not right it's really easy to get burnt out. And this is a hard conversation or can be awkward in talking about it unless you do it with love and the right intent. I would say...I want you to prioritize your health right now. All aspects of it. How are your prioritizing sleep? Are you moving throughout the day and staying well hydrated? If you feel out of balance in anyway when it comes to your health, let me know and we will get you a coach. If this is one of your top performers, you want to do whatever you can to help them and investing in them in this way will pay big dividends, so don't cheap out and have the right intent to help. Even if its just taking their health to a new level.

Top things that a high performer needs if they are feeling burnout are 1) listen and acknowledge - many times a they know it may be a temporary thing and just want you to listen to them and acknowledge their effort 2) offer support - in whatever way you can (flexibility, resources, clearing out roadblocks, etc.) 3) recognize - don't wait for the task/project to be over, recognize effort and small achievements on the way

If my best worker is burning out, it’s time for them to get some well earned paid time off to recharge. Before I send them off, I will set up some time to sit with them to hear more about what is leading to the burnout. I want to help them because I care more about them personally rather than what they do for me professionally. After the meeting, we set up a communication plan going forward to identify triggers to prevent burnout from returning.

BURN-OUT is not a stage to be for anyone! I would ensure to -Be PROACTIVE to identify the signs, & create space to reflect & seek support. -Make mental & physical health part of WORK GOALS & periodic review cycles. Include individual holistic growth plans aligned with SOAR, careers and well-being. -Identify individual learning, reflecting, sharing, & relaxing STYLES. Provide a safe & empathetic environment for open dialogue & support. -Along with strengths & skills assessment reviews for continuous development, include tools & resources to ENHANCE CAPACITY & efficiency. -Give flexibility, recognise efforts & results, CELEBRATE success, & set inspired goals. -Provide OPPORTUNITIES to network & collaborate outside their work domain.

Prioritizing Well-Being: A Strategic Imperative for Leadership. As an organization and as leaders, we must make it a strategic priority that our leaders care for the well-being of the people we lead and serve. This isn't just a moral obligation—it's a tremendous business opportunity ♥️📈. When leaders genuinely care, they inspire trust, loyalty, and motivation. This commitment to well-being can drive not only personal fulfillment but also organizational success. By prioritizing the health and happiness of our teams, we create an environment where everyone can flourish.

These are all great topics for getting to the heart of burn out and you have to know the audience. Find out what's going on with them. Are they aware they are approaching burnout and what are their concerns? Why are they pushing so hard? Could they use a break? Actively listen, recognize their hard work and have them get involved in their own solution.