Burnout hitting multiple team members at once is tough, but the key is to act fast and show that you genuinely care. 1. Check in, don’t check up – Have real conversations, not just status updates. Ask how they’re doing, not just what they’re doing. 2. Lighten the load – Re-evaluate priorities, cut unnecessary meetings, and redistribute tasks so no one feels overwhelmed. 3. Encourage real breaks – Not just lunch at their desks—actual downtime. A well-rested team performs better. 4. Support, don’t just demand – Offer resources for mental health, flexible hours if possible, and remind them it's okay to step back when needed. 5. Recognize their efforts – A simple “thank you” or public appreciation can go a long way in boosting morale.

Although it might be difficult to manage a team that is experiencing burnout, there are a few ways one can use to help. Something that has always worked for me: 1. Open Communication: Establish a secure environment where people may talk openly about their burden & stress 2. Workload Assessment: Determine the present workload and, if required, reassign jobs 3. Flexible Work Arrangements: Provide remote work choices or flexible working hours 4. Promote Rest Periods: Urge team members to unplug from work & take vacations in order to rejuvenate 5. Acknowledge & Reward: Give credit for their efforts and accomplishments. Motivation and morale can be raised by recognition 6. Demonstrate tht taking breaks & putting one's health first are acceptable

I'd focus on identifying stress sources in six areas: Demands: I ensure workloads are realistic and manageable, particularly in high-demand, client-facing roles. Control: I empower my team with autonomy and avoid micromanaging. Support: I offer strong support, encourage open communication, and refer struggling members to counselling or their GP. Relationships: I address interpersonal issues through mediation and team-building. Role: I ensure clear role expectations to avoid stress from ambiguity. Change: I ensure clear communication during organisational changes. I refer them to an independent Occupational Health service. Finally I'll review workloads, improve communication, and enhance support systems to prevent burnout in the future.