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Topics: Communications Management, Strategy, Talent Management
Managing burn-out
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Being a new joiner you quickly noticed a team member who you felt may be at risk of burn out, what would be the first few steps you would do?
Many thanks for your thoughts!
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Jun 11, 2019 5:23 PM
Replying to George Freeman
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Suzi,

This sounds like a coaching opportunity. You could do what is called a "Coaching for Check-In & Feedback", wherein you empathically as the following questions:

- What’s working?
- Where are you getting stuck?
- What might you do differently?

With these simple questions, you are giving the individual an opportunity to express their thoughts. The questions are progressive and basically provides an opportunity for the individual to recognize the problem(s) they are facing and then with the last question you are gently challenging them to solve their own problem.

If this doesn’t work then you circle back (at a later time) with a different level of coaching called “Coaching for Alignment”. There are lots of approaches, but they all require empathetic understanding to be effective.
Fantastic and very wise advices George much appreciate it, thank you!
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Jun 11, 2019 9:46 PM
Replying to Dora Mejia
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I would take the opportunity to make a trusty conversation with the team member, Having a close conversation with deeply understanding of his current status in multiple life events. for instance using the life circle technique to identify the score in each point and creting a conversation around the topics.
after that you can have a good information to help the team member
Thanks for your thoughts Dora!
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Jun 11, 2019 9:49 PM
Replying to Keith Novak
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Sometimes people feel that they will let the team down if they don't work extreme schedules. Telling them that it's OK to take some time for themselves can help show them they don't have to feel guilty.

I was even kicked out of the office once by a manager who found me at work on a Friday morning when I had just finished up a project requiring 70 to 80 hour weeks for 2 months. He insisted I go home and take some time of so that I didn't burn out and leave the team in a far worse state.
Thank you Keith for kindly sharing your experience, clearly your manager is leading by example and really taking physical and mental health seriously!
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Jun 12, 2019 4:59 AM
Replying to Tarik Chougua
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I would ask the team member and try to identify the cause of his stress. Then I will advice him honestly and help him if I can.
Thank you Tarik for your thoughts!
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Jun 12, 2019 1:44 PM
Replying to Miroslav Czadek
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Hi Suzi,
It depends on context. I would suggest to discover reasons of such behaviour and then decide on next steps. It could be solved by coaching or theraphy.
Thanks Miroslav for your thoughts!
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Jun 12, 2019 1:56 PM
Replying to Stéphane Parent
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How do you know that the person is at risk of a burnout? You say yourself you are new to the team.

People have different abilities, aptitudes and capacities for work. I have known people who regularly work 50-60 hours a week for years, with no ill effect.

Make sure that you are not judging the person based on your standards of work.
Thanks for highlighting, that’s right I couldnt agree more Stephane, I have seen similar set of people too in various workplaces and highly respected them and their professionalism - obviously on the basis that they are doing them within their rights/accountabilities.
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