How do you actively monitor for signs of burnout within your team beyond just employee feedback?
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Beyond direct feedback, I stay closely connected with my team through regular one-on-one meetings, typically weekly for 15 to 30 minutes. This allows me to gauge how they're managing their workload and stress levels. Since our work is project-based, I try to give team members a break after high-profile projects, avoiding immediate reassignment to another project. I also monitor communications on high-profile projects to understand stakeholder pressures and discuss them during our meetings. This helps me assess their stress levels and offer support as needed.
Like Brenda, I rely on one-on-one meetings to create a private space for open discussions. In group settings, people might not express their true feelings. I also look for unspoken cues, such as changes in mood or engagement levels. For example, if someone is less responsive during off-hours or isn't as apologetic about missed calls, it could indicate burnout. Additionally, I use time tracking data to monitor workloads. If someone consistently works 60-hour weeks, it's a sign that we might need to adjust timelines or add resources to prevent burnout.
Monitoring burnout remotely is challenging due to the lack of body language cues. We conduct weekly one-on-ones via calls, not video, to respect personal preferences. I join meetings for high-profile projects to observe interactions and responses. If a team member isn't proactive about deadlines or seems off, it's a red flag. Knowing my team well allows me to sense when something is wrong, whether it's work-related or personal. We prioritize work-life balance, so I aim to address any issues that might affect it. My relationship with the team helps me intuitively understand when something is amiss.