How do you support your team's well-being while managing stress and burnout?

Showing the team that you can respond to sources of stress that lead to burnout is key. The issue isn't always personal to the team member but may be a time-consuming process in high demand. So: how can we improve that process? If I can show my team "I recognize this process is partly stressful because it takes 4 hrs" and then respond by finding a successful solution that reduces the time spent, this reinvigorates the team. Feeling heard is one thing; feeling responded to is levels above.

Support of your teams` well-being can be complicated while managing stress and burnout, as morale among team members will be in jeopardy. You must be the leader of your group, not the boss. Authentic leadership encourages feedback from the group without fear of being criticized.

Family is the building block to building a great Team. It takes a collective effort from everyone. Also, making the environment fun. Outings with the team can help as well.

I call it controlling the weather. The energy of a stressful place is a very obvious one, even if one doesn't realize it. At times like these, it's so important to connect with someone on the team and find something funny to laugh about. Laughter can be contagious and bring the energy back up to a productive level. Sharing stories that make others laugh, even if it is about myself, seems to lighten the mood and change that weight of heaviness in the air. I like to point out the individual qualities of each person that makes them so awesome. A little boost of self esteem goes a long way. Reminding others of their unique qualities seem to shift their mindset. Everything is after all a mindset. Kindness is key to empowering others. Connection.

Not every team member will perform at the same level but if some have falling performance you need to discuss the problem with them focussing on their body language and tone in their voice … these will reveal hidden areas of concern that can be investigated and acted upon.

All members of your group must feel appreciated and that their contribution is vital to the overall benefit of the team. Your team must foster a culture of kindness, inclusion, understanding, and focus on the task at hand and not on trivialities.

One thing i found helpful is when the manager conducts one-on-one meeting with them as well as supporting person from head office to discuss and resolve any issue from customers. This kind of activity will help increase team members confidence to tackle day-to-day job

So, many years ago I managed a few convenience stores and the one major complaint I received from many clerks is they didn't know how to handle an upset customer. Granted, convenience stores are not as safe as they were 30 years ago but the basics still apply. Employees need to have confidence in the job they are performing and they need confidence in leadership. All of that confidence comes from the training they receive, interactions with other team players, and the can-do actions of leadership.

Bravo! It's more respect than a case of empowerment. Show your employee, team member you respect them . You will go that extra mile to have their talents. Mutual respect is the key. Ongoing trading and development. Build and grow your team from within. Be your own cheer leader's. Allowing them the quality time around their child. Each situation different it could be an ailing parent. The time at work will be focused on creativity and surpassing goals and expectations. Professional's need a mentor , guidance. Micro managing is not essential. Offer them decision making opportunities.

This is a good section since I did mention that not all solutions work all businesses. So, I managed lodging properties for almost 20 years and the one thing I felt that worked for me was being very up front to potential candidates what they were signing on for, such as desired hours (always a sore subject). To avoid those that only work to certain hours and days, I ran my ads describing the very person I'm looking for. I figure there is always someone looking for the hours and days I am offering. This really did help to minimize scheduling conflicts as well. Most of the properties were small as well as overhead. So, the method(s) I use worked well for me.

Understanding one on one the way they learn, asking what they think and listen to them with compassion. After that I find they trust my advise and we can discuss it together. Building better memory and a desire to put the new info into action is what I have observed. Things can be taught. It is the way we teach that makes or breaks the process, in my experience. I like to build on what they already have and remind them of that. The confidence from that helps build their desire to learn. Encouraging another is always a win win. Support and genuine care creates desires to do better. If one feels overwhelmed and not cared for, they check out to find other employment. Retention is always best I believe. Creating loyalty, dedication and growth

One thing that I found helpful is team lunches often, along with a word puzzle, crossword, or word scramble for the theme of the month. Holiday parties or summer picnics are a great way to allow staff from different cities to mingle and get to know each other. Another way to have some fun is playing a game before a meeting or sharing a fun industry fact.

All members of your group must feel appreciated and that their contribution is vital to the overall benefit of the team. Your team must foster a culture of kindness, inclusion, understanding, and focus on the task at hand and not on trivialities. A great leader will notice team fatigue and suggest activities to mitigate against such.

I also used opportunities to raise funds for community, or individuals personal passion, such as participating in R U Ok days, or community events as a team. As it is rewarding, creates morale, and team bonding oppertunities, and promotes respect amongst team members. I also found that it can inspire and educate teams in a multitude of ways.

Positivity blossoms growth, respect, as well as all good things. When you see a fellow worker do something above or even worth sharing, I believe thanking them for their awesomeness helps so much. Without gratitude, there is a feeling of being taken for granted. This only brings moral down and takes the fuel out of the project or whatever is being worked on. Getting in the habit of being grateful is a top priority for any companies success. We all have so much to be grateful for. Sharing how much our co workers mean, makes things heal, gains trust and lowers stress. This adds to company profit and growth because their hearts are in it. Creativity will flourish.

Supporting the team is huge and all members must have the confidence they all the tools necessary to perform the tasks. Having trained individuals that can offer assistance to members is having the building blocks for a successful business. It is important to understand that members should have alternative resources to refer to, appropriately, as a means of achievement.

While it may not be easy, I have found that investing into your support team pays in the long run. In fact, Supporting team well-being is crucial for a healthy work environment. Ways to provide support include promoting work-life balance, setting realistic expectations, fostering open communication, providing resources and training, leading by example, recognizing achievements, offering flexibility, and encouraging time off. Adapt these strategies based on your team's needs. You should regularly assess effectiveness and make adjustments as needed.

From a top down approach and to adopt it corporate wide. Add to individual development plans on adoption of well-being related activities and sharing related articles. Doing so will actively prevent burnout from happening since everyone at every level must produce evidence of involvement and at the same time it'll reduce the time a person spent on their work resulting in lesser things required to be done down the hierarchy.