How do you communicate with your team about stress and burnout issues?

Stress and burnout are common challenges for any team, especially in times of uncertainty, high demand, or change. As a team leader, you need to communicate effectively with your team members to identify, prevent, and address these issues before they affect their performance, well-being, and motivation. In this article, we will share some tips on how to communicate with your team about stress and burnout issues.

1 Recognize the signs

If you notice any signs of stress and burnout in your team members, such as decreased productivity or quality, increased absenteeism, lack of engagement, or physical or mental health problems, it is important to reach out to them and express your concern and support. The first step to effectively communicate with your team about these issues is to recognize the signs that indicate they are struggling.

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Nidhi Tewari, LCSW

Workplace Culture & Mental Health Keynote Speaker | Penguin Random House Author | Therapist | Teaching People Leaders, Corporations, & Conferences How to Cultivate High Performing, Connected Work Cultures
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When my clients are struggling with burnout, here’s what I’ve noticed: 1. They’re exhausted, and no amount of rest resolves the exhaustion. 2. They don’t feel as effective at work, and they have trouble focusing. 3. They feel disconnected from their purpose, and don’t feel fulfilled. 4. They feel skeptical that things will get better. You can check in on your teams’ stress levels by asking questions like, -“What are you most looking forward to at work?” -“Do you feel like there’s a lot on your plate right now?” -“Do you feel like you have time to prioritize self-care?” The answers to these questions will give you a window into their emotional state and whether they’re starting to burn out.

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2 Listen empathetically

The second step to communicate with your team about stress and burnout issues is to listen empathetically to their challenges, feelings, and needs. This means giving them your full attention, showing genuine interest and curiosity, acknowledging and validating their emotions, summarizing and reflecting what they say, and offering encouragement and appreciation. Listening in this way can help you build trust and rapport with your team members, as well as understand their perspectives and expectations.

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Nidhi Tewari, LCSW

Workplace Culture & Mental Health Keynote Speaker | Penguin Random House Author | Therapist | Teaching People Leaders, Corporations, & Conferences How to Cultivate High Performing, Connected Work Cultures
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I was speaking to a team of managers who were burning out, and they said one of the toughest parts of the experience was feeling alone. They didn’t feel empathy from their leaders. I used a technique called normalizing and validating, and I gave them the empathetic response they needed I normalized and validated their experience by saying, “Anyone would feel alone trying to navigate all of this. It’s hard when you don’t think you can reach out for support. That makes so much sense to me.” You can use this technique to show empathy and compassion towards the people you’re leading, and it strengthens your rapport as well.

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3 Share resources and options

The third step to communicate with your team about stress and burnout issues is to share resources and options that can help them cope and overcome their challenges. For instance, you could offer employee assistance programs, flexible work arrangements, training or coaching opportunities, feedback or recognition mechanisms, and peer support or mentoring programs. These solutions will provide your team members with practical and relevant solutions, while also empowering them to take action and responsibility.

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4 Follow up regularly

The fourth step to communicate with your team about stress and burnout issues is to follow up regularly with them and monitor their progress and satisfaction. This means setting clear and realistic goals, checking in frequently for feedback, tracking and measuring their outcomes, identifying and addressing any obstacles, and providing ongoing support. Additionally, you should celebrate successes and refer them to other sources of help if needed. Following up regularly will help you maintain communication, collaboration, improvement, and motivation within the team.

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5 Model healthy behaviors

To communicate with your team about stress and burnout issues, it is essential to model healthy behaviors yourself and set a positive example. This entails taking care of your own physical and mental health, such as eating well, sleeping enough, exercising regularly, and managing your stress. Additionally, you should strive for balance between work and personal life, by setting boundaries, prioritizing tasks, delegating work, and taking breaks. Furthermore, effective communication is key - expressing your emotions, listening actively, giving feedback, and resolving conflicts all contribute to a healthy work culture. Lastly, learning and growing continuously is important - seek feedback, embrace challenges, acquire new skills and seek new opportunities. Modeling these behaviors will help you inspire and influence your team members.

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6 Encourage self-care

The sixth step to communicate with your team about stress and burnout issues is to encourage self-care. This can be done by raising awareness and educating them about the causes, effects, and prevention of stress and burnout, inviting them to share their own experiences and tips, suggesting activities that promote their well-being, reminding them to be kind to themselves, and empowering them to make their own choices. By doing this, you will foster a sense of autonomy and agency among your team members, as well as enhance their resilience and confidence.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you communicate with your team about stress and burnout issues?

1

2

3

4

5

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1 Recognize the signs

2 Listen empathetically

3 Share resources and options

4 Follow up regularly

5 Model healthy behaviors

6 Encourage self-care

7 Here’s what else to consider

Team Motivation

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How do you communicate with your team about stress and burnout issues?

1

2

3

4

5

6

7

1 Recognize the signs

2 Listen empathetically

3 Share resources and options

4 Follow up regularly

5 Model healthy behaviors

6 Encourage self-care

7 Here’s what else to consider

Team Motivation

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