When an employee comes to you expressing burnout concerns, it can feel challenging to know whether — or how — to deal with it. Lacking training in well-being, many managers don’t know how to respond in the moment, much less how to address theThis may prompt leaders to suggest traditional Band-Aid approaches, such as recommending some time off, an afternoon yoga class, or better time-management skills.
In order to ensure your employee feels heard, make sure to allow them to fully express their thoughts without interrupting them. Try to wait seven seconds, or approximately two slow deep breath cycles, before responding. Allow their words to sink in. It’s also important not to make assumptions about their feelings or the causes of their burnout. Practice
This captures a change in the employee’s connection to the work at hand, which often shows up as a general sense of cynicism. People who are normally inspired and dedicated to a cause may notice they’re burned out when they experience a loss of meaning in what used to be purposeful work for them. To start, ask your employee: What would make this better now? They might have suggestions — for example, extra support for a project, renegotiating an unrealistic deadline, or time off. Listen to their ask and see whether you can make a short-term accommodation.
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