Spotting Burnout in Your Team Before Crisis Hits
The Insight:
Burnout rarely appears suddenly - it develops through predictable stages that most managers miss until someone is already in crisis.
By the time people say "I'm burned out," they've often been struggling for months with declining energy, cynicism, and reduced effectiveness.
The early signs are subtle: slight changes in communication patterns, decreased enthusiasm for projects they used to enjoy, or small shifts in work quality.
High performers are particularly vulnerable because they maintain productivity even while burning out, masking the problem until it becomes severe.
Spotting burnout early requires systematic observation of patterns rather than waiting for dramatic changes or direct reports of distress.
The Tool: Burnout Radar
4 steps to try now
01.
Track Baseline Patterns to Notice Deviations
Notice
Establish what normal looks like for each team member to spot meaningful changes.
Note their typical communication style, energy in meetings, work pace, and engagement with tasks. How do they usually respond to challenges and interact with colleagues?
When someone collaborative becomes withdrawn, or a problem-solver starts avoiding complex tasks, these deviations signal potential burnout before performance obviously declines.
02.
Watch for the Three Core Warning Signs
Observe
Monitor for changes indicating burnout progression.
Energy depletion: Increased sick days, looking consistently tired, sleep problems, decreased participation, or taking longer on familiar tasks.
Cynicism: Eye-rolling in meetings, negative comments about previously enjoyed projects, reduced volunteering, or seeming checked out.
Reduced efficacy: Missed deadlines from reliable people, increased mistakes in routine work, or expressing doubt about their capabilities.
03.
Create Safe Opportunities for Disclosure
Support
Build regular moments where people can share their real experience without judgment.
In one-on-ones, ask: "How are you feeling about your workload?" or "What's energising versus draining you?" Notice not just what they say but how - delayed responses, sighs, or generic "fine" answers might indicate deeper fatigue.
Create team check-ins about collective energy: "How are we doing with the pace?" This normalises discussions about stress.
04.
Respond with Targeted Support
Address
When you spot early burnout signs, address them specifically rather than assuming time off will fix everything.
Ask: "I've noticed you seem less energised lately - what's going on?" Listen for underlying causes: unclear expectations, lack of autonomy, value conflicts, or feeling unappreciated.
Offer specific support: clearer priorities, more autonomy, different projects, or connection to purpose. If workload is the issue, help identify what to stop doing.
Why it works
Early intervention prevents burnout from progressing to the point where people need extended recovery time or leave the team. Addressing root causes rather than just symptoms creates sustainable solutions.
Use it when
You notice subtle changes in team members' behaviour, energy levels, or work patterns, even if performance hasn't obviously declined. Also during high-stress periods when burnout risk increases.
Bonus tip
Share your own experience with workload and energy management openly - this models that discussing burnout is normal workplace conversation, not a sign of weakness or failure.
