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Burnout’s sneaky in remote setups because you can’t see someone’s slumped shoulders or hear them sigh at their desk. Look for changes in output—like if someone’s suddenly missing deadlines or their work’s sloppier than usual. I check in by asking open-ended questions in 1:1s, like ‘How’s your workload feeling?’ instead of ‘Are you okay?’ It’s less pushy. Also, watch Slack response times. If your chatty employee goes radio silent, that’s a red flag. Just don’t spam them with ‘you good?’ messages—that’s worse.
As a leader, one must be attuned to subtle behavioral shifts. Declining participation in collaborative discussions or delayed responses to communications may signal burnout. I advocate for regular, non-invasive pulse surveys—brief, anonymous questionnaires about workload and well-being. Additionally, fostering an environment where employees feel safe to express challenges is paramount. A simple, ‘I’ve noticed you’ve been juggling a lot, how can I support you?’ can elicit honest dialogue without overstepping boundaries.
you can tell burnout’s creeping in when someone’s energy just drops, like they stop joking in chats or their camera’s always off in meetings. i had a teammate who went from super engaged to barely typing in Slack. i asked her in a private message if she needed a lighter load, and she opened up about stress. try setting up optional coffee chats, no work talk, just vibes. it helps you catch those little clues without being all up in their business 😊
its definately harder to spot. i notice burnout when people start being super short in emails or skip optional meetings they used to join. one trick is to have a ‘mood check’ in team calls—everyone shares one word about how they’re feeling, no pressure. it’s quick and you can tell if someone’s off. i also send casual messages like ‘hey, saw you crushed that project, you holding up ok?’ but don’t overdo it or it feels like babysitting, which nobody likes
Burnout hides easy when you’re not face-to-face. I look for weird patterns, like someone working crazy hours—sending emails at 2 a.m. or logging in on weekends. That’s a big sign they’re overdoing it. I also check if they’re taking PTO; if not, that’s trouble. For check-ins, I just ask about their week in a normal way, like ‘Anything tough going on?’ Nobody wants their boss playing therapist, so keep it light but real
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