Last week, in our post Team Burnout, we provided you with a few high-level actions for supporting yourself and your team with burnout.

As a reminder, those three actions are, curiosity, caring, and connection.

Today, we’re sharing some additional details for each one of these areas, to give you a better sense of what they could look like.

You may notice that there are some similarities, and that’s because these three actions are not mutually exclusive…and in many ways, they build on each other. 

CURIOSITY
Being curious starts with letting others know that you want to understand their experiences.

Scripting examples of what curiosity could look like:

  • What does success look like for you?
  • What type of work creates satisfaction for you as a team?
  • What is getting in the way of you feeling successful as a team?
  • If you could change one thing about the work, your roles, our culture, what would that be?
  • What does support from me look like?

CARING/VALUE
Demonstrating that you genuinely care for AND value others, helps them to feel a sense of belonging.

Scripting examples of what demonstrating care could look like:

  • What are your successes?
  • What are your challenges?
  • What would support from me/this company look like?
  • When do you feel yourself disengaging from work or feeling like, “I don’t care”?
  • What one thing would you change to make this a great place for you to work?

Scripting examples of what demonstrating value could look like:

  • What are your professional goals and dreams?
  • What work motivates you?
  • What skills do you love using?
  • Are there opportunities here you’d like to work toward?
  • Are there any skills or experience you’d like to develop?

CONNECTION
As a leader and manager, it’s important to create a culture where people take care of themselves and where connecting with and supporting one another is the norm.

Examples of what connection could look like:

  • Collaborate on ways you can support each other with things like daily “beating burnout” check-ins or challenges.
  • Create space to celebrate each other’s strengths and encourage people to lean on each other to learn and grow.
  • Encourage, model, and connect regularly about healthy work/life balance with things like:
    • no emails after a certain hour
    • how to ask for support
    • how/when to delegate

As you have these conversations with your employees and teams, be sure to fully listen to their thoughts and input. Stand shoulder-to-shoulder with them and remind them that you’re in it together.

Nurturing your employee relationships
is key to your health
and the health of your team.

If you or your team are nearing burnout, we encourage you to try one or more of our suggestions.

Let us know how it’s going!

If you’d like support
creating a healthy and successful team,
contact us today.