How To Take Care Of Burnout Team

by | News, Resources

What is burnout? As a management, you will notice that your normally engaged workforce begins to disengage and become disconnected. Productivity decreases, targets are missed, and normally ebullient team members become indifferent and despairing. Burnout has a detrimental effect on not just your team members’ physical and emotional health but also on your business. Increased stress levels have a damaging effect on the human immune system

It is crucial to understand what actually team burnout is?

Burnout is a chronic state of stress. It does not occur immediately — everyone has difficult days from now and then, and these by themselves will not result in team burnout. Burnout symptoms begin to manifest after lengthy periods of excessive workload and stress

The bottom truth is that if your employees are exhausted and dissatisfied, your firm will suffer. That is why you must strengthen your processes and foster a more managed environment for your employees; in turn, your firm will thrive


Two significant definitions of burnout are as follows:

A state of physical, emotional, and mental fatigue brought about by prolonged exposure to emotionally draining situations. Elliot Aronson and Ayala Pines

A condition of exhaustion or frustration caused by a commitment to a cause, way of life, or relationship that has not resulted in the anticipated benefit. Freudenberger, Herbert J

These definitions encompass the essence of burnout, with the first emphasizing the role of weariness and the second emphasizing the sense of disappointment at its core

While weariness can be addressed via rest, a significant component of burnout is a profound sense of disappointment, which is not felt by those with a more cynical view of their work

In 2019, the World Health Organization (WHO) amended its definition of burnout, referring to it for the first time as a workplace syndrome. “Burnout is a phenomenon caused by unmanaged continuous occupational stress.”

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Doctors can now diagnose burnout syndrome in patients who exhibit the following 3 symptoms:

  • Emotions of tiredness or depletion of energy
  • Growing mental detachment from one’s employment, or feelings of negativity or cynicism about one’s career
  • Reduced professional efficacy

Moreover, this official declaration highlights the seriousness of this mental health issue and how employers promote employee wellbeing

The American Institute of Stress reports that one of the leading causes of stress is “workload” (46 per cent). Nearly one-quarter (23%) of employees in a 2018 Gallup research of 7,500 employees reported feeling burned out at work “very frequently or always,” while another 44% reported feeling burned out “sometimes.”

Not only corporate America is suffering from burnout. Burnout is found in every profession. For instance, Physician team burnout costs between $2.6 and $6.3 billion every year, according to a new report done in the Annals of Internal Medicine. According to a 2018 analysis, professionals who reported feeling in control of their environment and workflow were less likely to experience burnout

Let’s examine what burnout is, how to recognize the indicators, and how to assist and keep teams who are suffering from it.

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How to identify team burnout?

It is essential for management to recognize the early signs of burnout. However, it’s critical to keep in mind that they’re not always straightforward to spot

You may infer that your team has missed deadlines or was late to work due to laziness. Or that the team member who is exceptionally nasty and critical is merely in a “poor mood.” However, these behaviours may be indicative of exhaustion

Additionally, it’s critical to remember that individuals can feel burnout in their personal lives, manifesting itself at work. Managers should not believe that an employee is immune to burnout simply because work is slow

To assist you in identifying the signs of burnout, we have included the following list of standard physical, mental, and emotional symptoms:

Physical symptoms of team burnout

  • Loss of productivity
  • Feelings of energy depletion or exhaustion
  • Headaches
  • Fatigue
  • Loss of appetite or change in eating habits
  • Shortness of breath
  • Lack of sleep

Mental symptoms of burnout

  • Inability to focus clearly
  • Constant worry and anxiety
  • Increased mental distance or apathy

Emotional symptoms of burnout

  • Irritability
  • Feelings of negativity or cynicism
  • Emotional fragility or heightened sensitivity
  • There is a high tendency for initiating arguments or making unpleasant remarks

While these indicators can be used to diagnose individual burnout, they can also examine teams. If numerous team members exhibit any of these symptoms, or if your team appears to be seeing a general decline in productivity, there is a possibility that they are suffering from burnout

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How to help your team deal with burnout

Once you believe you have detected burnout on your team, how do you handle it effectively and efficiently before it becomes a problem or a long-term issue?

Recognize the root cause

Take the time to discover the fundamental reason for your team’s burnout before taking any action. Numerous reasons may contribute to burnout: an excessive workload, a lack of leadership, a lack of clarity regarding responsibilities and objectives, and unequal treatment are all frequent work-related causes of burnout. Naturally, additional variables outside of work may contribute to your team’s burnout, such as financial or familial stress

Whatever the reason, it’s critical to engage openly with your team members to ascertain the leading cause of burnout. This will not only assist you in determining the best way to assist your team, but it will also demonstrate that you have observed them not being yourself and wish to assist them in overcoming this problem. Here are a few pointers to assist you in determining the root cause:

  • Have face-to-face conversations: Have individual dialogues even if your full steam is feeling burnout. 1-on-1 interactions provide an excellent opportunity to discuss the wellbeing of your direct reports. Addressing the entire group might be frightening, preventing members from opening up. Therefore, allocate time for each employee and make an effort to comprehend their circumstances. Additionally, each individual may be able to provide their perspective on what is happening on a team level – insight that you may not have as a manager
  • Avoid making assumptions: It’s natural to approach an employee with the presumption that you already know what the issue is. Attempt to avoid doing so. Instead of directing the conversation in a particular direction, you want to establish open space for your team members to affirm what is genuinely happening
  • Ask questions: Keep in mind that it may be frightening for employees to come up about their working issues – particularly to their bosses. They may be fearful of penalties or viewed as less diligent than the rest of the team. If your colleague appears to be having difficulty initiating the conversation, approach them with empathic inquiries such as, “What is now overwhelming you?” or “What area of your life is causing you the most stress?”

Other techniques, such as preserving anonymity or linking the employee with a third-party expert (such as a coach or therapist), may make it easier for them to open up about their experiences. At times, your employee may not be ready to open up, which is perfectly acceptable. Don’t coerce them into speaking if they’re not prepared, but let them know you’re always available when they are

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Be an advocate

One of the most critical tasks of a manager is to act as an advocate for their team. This includes ensuring the wellbeing and assistance of your immediate reports. This is particularly true in the case of burnout. Depending on the cause of the team burnout, how you advocate for your staff may vary. Here are a few examples to spark your imagination:

  • Protect their time: If your team is overworked, one of the most important things you can do is safeguard their time. How does this manifest itself in practice? If someone approaches you to determine whether your team is capable of taking on a project, resist or say no. Additionally, communicate to your team that it is acceptable for them to decline work if they feel overloaded – this will empower them to manage their workloads
  • Offer more flexible schedules: Assume your team is burned out due to personal events. Allowing more flexibility with their schedules can be a huge assistance. This offers them the time and space to attend to individual needs, such as serving as a caretaker or attending doctor’s appointments – without having to worry about being online from 9 a.m. to 5 p.m

However, we recognize that not everyone is able to provide a flexible schedule – in this scenario, attempt to be more accommodating of your employees’ schedules by acknowledging that an employee may need to miss an occasional meeting to attend a doctor’s appointment or leave work early on Mondays to pick up their child

  • Provide access to relevant resources: Regardless of the underlying cause, burnout can significantly affect one’s mental health. It might be beneficial to connect employees with resources, such as information on health initiatives or wellbeing guidelines. However, you should be aware that you are not expected to be a mental health specialist as a manager. Therefore, do not be afraid to refer your staff to an external psychological and physical health support source, such as a healthcare professional or therapist


Demonstrate empathy and a commitment to mental health

Mental health is becoming more widely recognized for its vital role in the lives of people, groups, and society as a whole. According to the Gartner 2020 Reimagine HR Employee Survey, when businesses create stronger ties with their teams, the number of employees reporting improved mental and physical health increases by 23% and 17%, respectively. Employers who provide holistic support to their employees report a 21% boost in high performers. Empathetic leaders are more likely to evoke honesty and integrity from their employees. Additionally, employees feel heard and validated, which results in a happy, more productive work culture

Bear in mind that even though employees are efficient and motivated, they may be experiencing personal difficulties. (Consider recent reports of Olympic athletes and other sports celebrities who admitted to experiencing emotional distress despite significant accomplishment.) Observe for signs such as working long hours, taking on more responsibilities, and demonstrating a lack of personal interests or relationships

According to a Robert Half poll, 49% of businesses have developed general mental wellness programs, with 45% offering mental health resources in response to the pandemic.


Using Emotional Intelligence to prevent Team burnout

Emotional intelligence (EI) is a type of social intelligence that enables individuals to identify their own and others’ emotions. Additionally, EI has been characterized as the capacity to use one’s knowledge to notice and resist impulsive impulses. According to the research, this ability can be acquired and developed. As a performance coach and organizational development consultant with a background in human development, I believe that EI can play a big part in stress management in both our personal and professional lives. The ability to manage our own emotions and impulses to be more adaptable, detach from circumstances beyond our control, and communicate emotions assertively can be a significant asset for professionals dealing with workplace stress and job burnout. Given the ever-changing nature of the workplace, we truly feel that the role of EI in managing stress and job burnout can be game-changing. Managing workplace pressures requires minimizing negative emotional baggage and increasing emotional abilities. Developing emotional competence, self-confidence, adaptability, a growth mindset, empathy, social skills, and patience is necessary for fostering resilience, good attitudes, enhanced performance, and personal wellbeing. The fact that people spend most of their time at work is a compelling reason to offer EI as a subject for professional development

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Stop Team Burnout with Team Building

In an ever-changing work environment, business practices are reluctant to adapt to the needs of the twenty-first-century worker. Employees are working longer hours and facing shorter deadlines than ever before, and as a result, firms are experiencing an increase in team burnout. According to a Gallup poll conducted in 2018, approximately 25% of full-time employees reported experiencing burnout “very frequently or always.” While employee burnout may appear to be a problem, primarily the responsibility of individual employees, this is a mischaracterization of the impacts affecting the modern workforce. Indeed, employee fatigue may have a more significant impact on employers than on team members. According to the same research, burned-out employees are 63% more likely to take a sick day and more than 2.5 times as likely to look for a new job

While team building may not always have the best reputation among employees and is frequently implemented in a half-hearted attempt to provide employee enjoyment, it has often served as a Trojan horse for instilling company ideals. This defeats the purpose of the benefit by diminishing the value of the experience and causing team burnout. However, when the correct investment is made from the top down, a business can keep and expand its employees more effectively

When team building is done well, it fosters an environment of appreciation and self-sacrifice, demonstrating how companies regard their staff as individuals beyond “task-doers.” Additionally, it frequently improves relationships between coworkers by fostering trust, resolving conflict, fostering collaboration, and boosting communication

KissTheFrogNOW TeamGames Cards

KissTheFrogNOW a Growing Trend for Team Building

Team building will fail if team members are preoccupied with the mountain of emails sitting in their inboxes. As a result, business leaders must invest in unconventional ideas that break the pattern. The primary objective is to foster an environment that encourages individuals to develop as a collective whole. This is not accomplished over a game of Giant Jenga in the office’s conference room

KissTheFrogNOW has established a strong presence in the team building space. These puzzle-based games provide an opportunity for team members to leave the workplace and enter an environment conducive to collaboration, communication, connection building, and good old-fashioned – fun! For team members, the time-based activity is both distinctive and mentally stimulating

KissTheFrogNOW is also intended to assist you in becoming more acquainted with and understanding your teammates. The team-building activities included in the tool contribute to a greater sense of belonging to the group. Insights into your teammates’ brains can be gained by imitating and exercising confrontation in a non-harmful manner. With enough practice, you will be able to regulate your own emotions and those of your coworkers, and you will become the most valuable member of your team! This will aid you in your quest to become the finest team possible

by KissTheFrogNOW Team

We are focused on helping teams in their everyday life. Passionate to improve companies environmental and societal balance.



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