Between politics, world conflict, and everything else that normally takes up brain power in our lives – like work and the people we love – there are a lot of reasons why people are more burned out than ever. No matter how prepared they are or how much they focus on self care, pretty much everyone I know is completely burned out right now. How can you best manage a team that’s so burnt out?
Going to work feels like a strain and no one has enough vacation days to ride out the end of the year thanks to a particularly bad COVID and flu season. The weakened immune system breaks down everything – including motivation.
Yet, annually, this is also the time of year when businesses push people to their limit with asks for extra time that people don’t have – whether it’s team building for the holiday season or the holiday events. It’s an entire season of demand that leaves a lot of people feeling like they want to quit and look for a new job in the new year.
The Burnout Pandemic At Work
A recent survey revealed that nearly half of American workers are experiencing burn out, with younger employees and women facing even higher rates. Around 45% of the workforce feels overwhelmed, and many struggle to take vacations or disconnect from work, leading to chronic stress that not only impacts their mental and physical health but also lowers productivity. (Sources: World Economic Forum, Eagle Hill Consulting)
That burnout is exacerbated by companies that focus solely on wellness programs without addressing the deeper workplace stressors like heavy workloads, unclear boundaries, and toxic behaviors. In my recent survey, we heard a lot of these patterns. Everyone is dealing with too much work and not enough time,
All of which adds up to people quitting. Burnout can significantly impact retention rates. Employees who feel overworked and unsupported are more likely to leave their jobs. But what are managers supposed to do about it? How do you manage a team of burned out people when everyone is burnt out?
Small Actions: What Managers Can Do For Burned Out Teams
I am not under the impression managers needs more on their plates. I also know that if people quit, you’re going to have a lot more work than you want. So here are some of the small (and not so small) things I’m seeing managers do to help their teammates that are burnt out this holiday season.
- Get flexible with schedules. It’s not going to hurt anyone or productivity if we do summer Fridays in December.
- Ask better questions during your 1-1s. Instead of asking “how are you” or some other question that’s easy to lie about, try asking on a scale of 1-10. For example “how are you on a scale of 1 to 10?”
- Have a 1-1. I know it’s tempting to skip meetings when you’re busy, but those check-ins matter. Burned out people need to connect and know they have support. Even if it’s 5 minutes before you say “ok, go do work, more later.”
- Make sure everyone is using their PTO. Today, I want you to check everyone’s PTO balance and start nagging people to book days off. Frankly, you’re late. Set a reminder to do this in August next year.
Helping people bounce back from burn out isn’t just about overhauling policies or transforming work. Sometimes it’s small things like a check-in with a manager and a little time off. To manage a team, keep it simple and be sure to take care of yourself, too.