Sua equipe está passando por burnout. O que você pode fazer para ajudá-los?

We have to give motivation and provide good drive to move forward ! Encouragement to the team that success is team effort and each and every one plays an important role ! Give small treats like coffee refreshments during meetings or brain stimulation sessions or have casual lunch with team or have some team engagement sessions like karaoke or outdoor activities to help to reduce stress and re energized them .

When a great team starts to lose interest in the job, disengages from tasks, calls in, doesn't speak up in meetings when they used to or offer advice, then you know you have a problem. A leader should find out why before they lose their team. If a leader is not interested then they will reap the environment they sow. If they believe in teamwork and being successful for their client/customer through a healthy environment then they will listen and find ways to improve the situation.

Too often workloads are not managed properly, tasks are not clearly defined, expectations are not understood. This can easily lead to stress and burnout unless leadership gives clear, concise, manageable workloads and goals to meet. People are not robots and while businesses want to capitalize on fewer employees to more output, it needs to be reasonable. High turnover will cost the business more long term and companies need to stop treat people like numbers. A healthy environment will provide a better service to their client/customers which will retain and grow the company.

Leadership is meant to support their employees, not bully, demean or discourage them. A team will be stronger when working together. A leader is a part of that, not separate. Without the tools, time, and resources to be successful, the team will fail, not just an individual. That is a leaders responsibility which too often is not done to its fullest. Support, don't blame.

Burnout is a response to excessive and prolonged stress. Once a team is experiencing burnout it's very, very difficult to save them with 'wellness' initiatives. The priority should be developing a culture where team members are valued, motivated, and working with realistic workloads. That means paying people fairly, monitoring their workloads, keeping lines of communication open and supportive so that they feel comfortable coming to you when they are feeling overwhelmed, and ensuring you are delegating work based on you the strengths/areas of progression that your team want. The evidence on workplace wellness initiatives shows that they do not make people happier; what makes people happier is to pay them well and reduce stress levels.