Here's how you can effectively convey your burnout concerns to your superiors as an HR consultant.

What is crucial is not to postpone the conversation, and my experience says that people can find solutions together, its always a good step to create initiative to a open conversation. Sometimes just having someone to hear and help organize priorities, is the solution, try to focus always in ideas of solutions and how to overcome the felling, will help to maintain a positive approach and not enter the decline road.

As leaders, it's crucial to be vigilant about the well-being of ourselves and our teams, especially in fast-paced environments. Burnout isn't just about feeling tired or stressed; it's a serious condition that can impact physical health, mental well-being, and job performance. By recognizing the signs of burnout early, we can take proactive steps to address it and prevent further harm. Recognizing these signs early and taking proactive steps to address burnout is essential for promoting well-being and preventing further deterioration. Encouraging open communication, fostering a supportive work environment, and providing resources for stress management and resilience building are vital components of burnout prevention strategies.

Clarity & maturity to recoqnise your burning out is essential in ones professional journey. Have an open dialogue with you reporting manager to navigate thru the issue at hand with a working plan that mitigates burnout, however keeps you on top of your deliverables. Set up time for yourself to measure your work load & pace yourself according to the plan set. If needed take some time out to relax & return afresh. Maintaining a healthy work-life is key to being super productive.

Having an open and honest conversation about work issues may seem difficult, but it's actually quite simple. A good leader should be able to recognize signs of trouble without having to speak up, but it's important for you to feel comfortable discussing any concerns and to be aware of your own signs of burnout.

As an HR professional, I often focus on supporting others, but you also need to take care of yourself. In the end, YOU are responsible for managing your time and tasks efficiently. Discuss with your manager. 1: Make sure to find the right moment when the seas are calm, and not in the middle of a crisis. You don’t want to end up yelling at your manager. 2: Honesty is key. You need to explain how this burnout is affecting the business – this is where you will capture your manager's attention. Lack of resources? Workload? Big project? Don’t complain - explain! 3: Okay, now that you've presented some problems, it's time to propose solutions. This shows your commitment and your willingness to improve things. 4: Request feedback and listen!

It's important to self-reflect on what symptoms you are experiencing ie. irritability, decreased productivity, stress etc. and be able to articulate what is causing the burnout. Work on a plan or utilise HR policies that already exist to discuss with your manager. There might be well-being programs you can access or other employee groups for support, try to be specific about what you need ie. flexibility and agree a follow-up plan with your manager to ensure you stay on track.

A gestão de pessoas desempenha um papel importante na prevenção do burnout. Este papel envolve a implementação de estratégias e políticas que promovem a saúde mental e o bem-estar dos colaboradores, garantindo um ambiente de trabalho equilibrado e sustentável. Além disso, criar uma cultura organizacional que valorize o equilíbrio entre vida pessoal e profissional é fundamental para prevenir o esgotamento. Investir em treinamentos para gestores e líderes sobre como reconhecer esses sinais e agir de maneira eficaz podem ser extremamente benéficos, além de promover um ambiente onde os funcionários se sintam confortáveis para expressar suas preocupações e dificuldades contribui para a resolução de problemas antes que se tornem críticos.

Asking for help - it could be very simple for some while very difficult for the others. The manager should foster a culture where employees feel comfortable sharing their 'feelings' and seeking help. It is important to prepare for the conversation and being objective. Providing specific examples help the manager understand the context better. Suggesting possible solution helps the manager to help you. Very important, however, often neglected factor is 'follow-up'. The manager should know if the arrangement worked out; they should not be told only when it doesn't work out. It is a two-way street and the feedback would help the manager provide the required support in future.

I would like to study/ analyse and present date around 2-3 areas. First and foremost absenteeism - due to health related matters. Secondly Productivity trends over a longer period . Thirdly focus groups / feedback from employees around " empathy in the team / organization".

Tendemos a sobrecargar a ciertos perfiles dentro de las compañías, ya que son tenaces y proactivos. Echamos la mirada siempre a los mismos, esto puede suponer un agotamiento, precisamente de aquellos que más contribuyen al crecimiento de la compañía. Es por esto que la buena relación de estas personas con su líder es fundamental, éstos son los que han de detectar las señales que las personas de su equipo mandan de manera consciente o inconsciente. Por su parte, los propios individuos debemos hacer un importante y consciente esfuerzo de autorreflexión que nos ayude a saber en qué punto estamos en cada momento.

While we assume the leadership team is aware of the work load, whether it is the case or not, please keep note of all the tasks and added responsibilities to be able to highlight the relationship between the increased workload with burnout and increase in errors. Adding unrealistic goals and responsibilities to employees may reduce operating expenses on the very short term but would have negative impact on the employees and productivity on the longer run.

One thing I have always found helpful is figuring out areas of concern and how they are impacting one's work and well-being (physical and mental, both), jotting down instances and frequencies of such challenges and then scheduling a meeting with senior and having an open conversation. While having the conversation, one should also suggest possible solution to overcome the barrier and acknowledge the suggestion/ feedback given to him/ her to create a win-win situation.

When addressing burnout, schedule a private meeting with your superior at a time conducive to open dialogue. Choose a moment free from distractions to ensure a focused discussion. Beforehand, organize your thoughts and outline key points for effective communication. Preparation is key to conveying your message clearly and efficiently.

When you have the discussion ensure that it is clear your commitment is still to the business but in a way that is also conducive for your wellbeing.

When discussing burnout with a superior, it's common to feel overwhelmed by emotions like embarrassment or fear about career implications. In my coaching practice, I advise clients to draft a memo before the meeting. This allows them to articulate all concerns thoroughly and maintain professionalism during the conversation. The memo should include signs of burnout, personal needs for accommodation, and an understanding of potential impacts on the team or organization. This preparation helps in proposing solutions that balance both organizational goals and personal well-being, aiming for a win-win outcome.

Do not underestimate the value in preparing for the meeting. Jotting out key messages will help you stay on track and not become distracted if you become overwhelmed or emotional.

When you know what is the puzzle missing to fix the flow Make sure the conversation is conveyed in an appropriate time and articulate them well Find the alternative Sloution to fix the burnout and give the option ask them for feedback

As pessoas tendem a esconder doenças de fundo emocional, como se isso fosse um sinal de fraqueza ou incompetência, mas é fundamental que a empresa saiba e acompanhe o que está acontecendo, afinal, ela é parte desse processo. Por isso é importante comunicar.

Como responsables de Personas, estamos acostumbrados a ser la persona que hace la escucha, y siempre tenemos la disponibilidad de escuchar a los demás, por ende, en mi opinión también nuestros responsables están en la misma disposición para nosotros. Mi sugerencia para programar una reunión sería al inicio de una jornada, ya que en la mañana estamos más frescos y mas abiertos. Venimos con los pensamientos claros, hacer una lista con los puntos a tratar, siempre me ha ayudado a no perder el foco del tema principal. No es fácil abrirse ante otros, pero es sumamente saludable, estoy segura que nuestros responsables nos van a agradecer la apertura y como estrategas nos pueden mostrar otros puntos de vista. que por estar quemados no vemos.

Start with Context: Provide a brief overview of the current situation, including any observations or data that support your concerns about burnout. Be Specific: Offer concrete examples of how burnout is impacting your work as an HR consultant. This could include a decline in productivity, an increase in errors, or difficulties in managing workload effectively. Stick to the Facts: Avoid subjective interpretations or emotional language. Stick to the facts and present them objectively to ensure your message is received clearly. Highlight Impact: Clearly explain how burnout is affecting not only your individual performance but also the overall effectiveness of HR functions within the organization. Express Limitations: Propose Solutions:

Parte de la efectividad en la comunicación de la preocupación es hacer un análisis desde todas las perspectivas, pues en ocasiones pensamos solo en las implicaciones individuales. En este sentido un ejercicio práctico puede ser un mini 360 donde con una pregunta sencilla se busca identificar el impacto de la situación desde todas las personas involucradas

It's imperative to approach the situation with thorough preparation and transparency. Before the meeting, gather all pertinent facts and details about the issue, including workload data and employee feedback. Alongside presenting the problem, offer potential suggestions to address the burnout proactively. Be transparent about any mishaps that may have contributed to the situation, fostering trust and enabling an open dialogue. Work with your superiors to identify the root causes of the burnout problem, seeking their expert advice on finding solutions. By following this organized approach and maintaining transparency, you can effectively convey burnout concerns to your superiors and work together to implement meaningful solutions.

When discussing burnout with superiors, be direct and factual. Start by describing specific symptoms you've experienced and how they've impacted your work. Suggest potential solutions or adjustments that could help alleviate these issues. Emphasize the importance of addressing burnout to maintain productivity and overall team morale. Offer to collaborate on strategies for improvement.

Como ya hemos tenido el tiempo de contextualizar el problema, mi opinión es ir directo al problema, muchas veces nos vamos por las ramas y terminamos revisando otros temas y al final salimos con más temas para preocuparnos. Vamos directo al grano.. En los últimos días he estado pasando por diferentes situaciones y esto está afectando mi productividad, presentar el problema de forma real, dejarse escuchar de forma clara, enumerando los problemas o sentimientos que estamos teniendo, con la confianza de estar haciendo lo correcto. De nosotros se espera que estemos bien en todo momento, pero somos personas ante todo.

Feeling apprehensive about this upcoming conversation? Keep in mind that part of a manager's role is to support their team members in their professional journey. If you're displaying signs of burnout, honestly discussing your elevated stress levels, heavy workload, and overall job burnout with your manager can ultimately benefit both parties in the long term. To assist you in this process, we've assembled a comprehensive, step-by-step guide to help you prepare for this discussion and collaboratively identify solutions for addressing and mitigating burnout, with your manager's guidance. Taking notes of your symptoms can be a helpful step when addressing burnout with your manager. Here are some key points to include in your notes.

Clearly articulate your feelings and experiences of burnout to your superiors. Be honest about how it’s impacting your work performance and well-being.

Quando o burnout está afetando o trabalho, necessariamente é preciso dialogar, para não haver queda na produtividade ou aumento de erros durante as tarefas.

A meeting can be effective if the issues are expressed the situations clearly to each other. Stay on the context to get the appropriate outcome.

When addressing burnout with your superiors, propose potential solutions such as task delegation, deadline adjustments, or taking time off to recharge. Offering solutions demonstrates your proactive approach and commitment to resolving the issue. It also provides actionable steps for your superiors to consider, making it easier to address your concerns effectively.

Recognition of burn out and proposing about it sends a positive signal to your manager. This aid in plotting on how you can work together to remedy the situation.

In my experience using data to support critical areas such as productivity and burnout is key…it takes the emotion off the table.

Bring along a well-considered action plan when you discuss the problem of burnout. Provide workable answers like putting in place wellness initiatives, encouraging flexible scheduling, giving managers more training on identifying and handling burnout, and distributing the task more evenly.

Já tive burnout e isso não foi da noite para o dia, levou-se anos, onde fui adoencendo aos poucos, por isso não se neglicencie, se coloque em primeiro lugar e por favor tenha autocompaixão. Lições que tirei desse desafio: - Não somos o nosso crachá, vida só temos uma, já trabalhos podemos ter vários; - Devo estar bem comigo mesma (saúde física e mental) só desta forma que poderei performar nas outras áreas da minha vida, jamais o contrário; - Faça atualização de identidade, recálculo de rota, ou seja, nada é fixo e permanente; - Desacelere, cuide do físico, mental e espiritual; - Se posicione, saiba seu valor e jamais se deixe adoecer em empregos por excesso de trabalho ou medo de dizer não.

When discussing solutions for burnout with superiors, consider proposing the following strategies: 1. Staff workload assessments: Regularly review workloads to ensure they are manageable and adjust where necessary. 2. Encourage time off: Promote the use of annual leave and discourage a culture of working through annual and sick leave. 3. Wellness Programmes: Introduce initiatives to support physical and mental health, such as fitness classes, and access to counselling sessions. 4. Regular check-ins: Implement routine one-on-one meetings where employees can discuss their challenges and progress with their managers. By implementing these solutions, superiors can create a healthier work environment.

Instead of just highlighting the problem, also come prepared with potential solutions. This could include suggestions for workload adjustments, flexible working arrangements, or access to mental health resources.

Express concerns clearly, emphasizing the impact on performance and well-being. Propose practical solutions such as flexible work arrangements, workload adjustments, and regular mental health check-ins. Highlight the potential for increased productivity and employee satisfaction through these changes. Ensure the conversation is collaborative, seeking input on these suggestions.

Present specific suggestions that could help alleviate your burnout. This may include adjustments to workload, more flexible hours, regular breaks, or even time off to recover. Have access to mental health resources, such as therapy sessions, coaching or wellness programs offered by the company.

As leaders, we are often faced with challenges and obstacles that require innovative solutions. I've learned the importance of not just identifying problems but also offering constructive solutions. The ability to offer solutions is a hallmark of effective leadership. It requires a combination of creativity, critical thinking, and a deep understanding of the underlying issues. Instead of dwelling on problems, leaders who focus on offering solutions inspire confidence, drive progress, and foster a culture of proactive problem-solving within their teams. By embracing the mindset of offering solutions, we can overcome challenges, seize opportunities, and drive positive change in our organizations and communities.

Far too many people rely on external boundaries set by others to govern themselves. Instead, set your own. If you are in a global role that stretches “work hours” then schedule your time whenever you need it. If you aren’t available, don’t answer your phone or email. Most importantly, check your expectations. You might be expecting that setting your own boundaries will result only in positive reinforcement. Nope. Set them anyway. Or don’t. Either way, you are responsible, no one else.

By setting boundaries, you ensure that your work remains manageable and that you can maintain a healthy work-life balance, ultimately supporting both your well-being and productivity. Discussing realistic expectations with your leader: 1. Establish clear start and end times for your workday. This might include negotiating flexible hours or ensuring that work does not spill over into weekends or evenings. 2. Identify and prioritise tasks that are critical to your role. This might involve delegating tasks, extending deadlines, or shifting responsibilities. 3. Create effective ways to communicate your needs and availability. This could include regular check-ins and setting up boundaries for after-hours communication.

A successful consultant working on multiple or intense projects will want to ensure there are sufficient resources on project’s, and should seek to have the required personal boundaries, rest and communication channels in place. Superiors or clients will want projects and work to be positively achieved and to do that it is important regular and open dialogue takes place. Recognising signs, being self / team aware and stepping in is important. Ensuring resources are well deployed and there are regular checkpoint’s will help mitigate Burn-out risks for all.

Set Boundaries Setting boundaries is crucial to preventing future burnout. Discuss with your superior what realistic expectations look like for your role. This might involve redefining work hours, managing workload, or establishing clearer communication channels. By setting these boundaries, you create a sustainable work environment that supports your well-being and productivity.

To discuss burnout with your superiors, be direct and factual. Explain specific challenges and their impact on your well-being and productivity. Propose reasonable adjustments like flexible hours or task delegation. Emphasize how these changes can enhance overall team performance and reduce long-term burnout risks.

As leaders, it's essential to recognize the importance of setting boundaries in both professional and personal spheres. In my experience clear boundaries contribute to greater productivity, well-being, & fulfillment. Setting boundaries isn't about building walls; it's about establishing guidelines and expectations that promote balance, respect, and effectiveness. By setting boundaries thoughtfully and intentionally, we create a foundation for success, fulfillment, and healthy relationships both in the workplace and beyond. Let's empower ourselves and others to establish boundaries that promote well-being, productivity, and growth.

When setting and enforcing boundaries, state what you need as clearly and calmly as possible. You don't need to justify, defend, or apologize for your boundaries. You can always adjust the tone or manner with which you enforce your boundaries if you like, as well. Politely but firmly restate your boundaries to the person, making sure they understand your limits. Setting a boundary is about communicating what you need and expect. In the process, it may be important to gently call out someone's hurtful behavior, but that shouldn't be the focus. Focusing on what someone has done wrong is likely to make them defensive. Instead, lead with how you feel and what you need.

Es necesario aprender a usar vocabularios que alimenten nuestra comunicación, de manera que, siendo profesionales y mostrando madurez podamos indicar cuándo es necesario poner límites y establecer pautas claras. Con palabras positivas, firmes y claras, podemos lograr comunicarnos adecuadamente sin herir a nuestro receptor y hasta generar una genuina empatia desde su posición.

C'est essentiel de savoir dire non et de gérer ses priorités pour reprendre confiance et travailler efficacement. Il faut en effet réfléchir et avancer sur du long terme et continuer à prendre plaisir dans son travail . On ne peut pas tout faire, on s'organise pour mieux faire .

Be honest about what you're experiencing! First, you should present specific examples of tasks or situations that are contributing to your burnout. Then, offer potential solutions or strategies to alleviate your workload which has accumulated and is causing you to burn out. Next, you should emphasize your commitment to your role and the desire to find a sustainable balance. Also, request support from your supervisor, whether it's through workload adjustments, flexible scheduling, or additional resources; this way they know exactly what support you need. Thank him/her/them for their understanding and assistance in addressing the issue together. Remember, your well-being matters, and open communication an lead to positive change.

After your initial conversation about burnout, follow up with your superior. If you've agreed on steps to address it, check in periodically to discuss progress and potential adjustments. This ongoing dialogue ensures the effectiveness of implemented solutions and prioritizes your well-being.

¡Tema interesante! Considero que luego de transmitir eficazmente las preocupaciones sobre el agotamiento a los superiores como consultor de recursos humanos, debemos ser claros y concisos al explicar el problema y ofrecer las soluciones concretas. El seguimiento es de las fases más importantes del proceso, con el fin de asegurar que se tomen medidas adecuadas para mejorar la situación presentada en el consultor.

Continuing to keep the issue alive is your responsibility. Many times after the discussion, your superior might wait for the issue to get resolve itself or maybe simply forgotten. If you want a meaningful outcome, you may end your first discussion by putting a follow up discussion date - putting across your sincere intention. So have clear check points and defined parameters and go back and discuss again about the situation, it could even be acknowledging the relief, if so be the case.

J'ai la chance d'avoir un excellent suivi après mon burn-out début 2023 . C'est un rdv très important pour moi pour gérer mon Energie .

When discussing burnout, avoid self-victimization. Instead, focus on the BUSINESS IMPACTS. Emphasise to your boss that neglecting employee burnout can lead to high turnover and reduced productivity, which increases costs. If there's something that bosses fear enough to change is that red colour on their P&L bottom line. So, stress that proactive measures cost less than the expenses of addressing the consequences later. Frame it as a strategic issue to maintain company health and most importantly, profitability. Don't be penny wise, pound foolish. Hire help now.

The task here is to own the conversation. It takes planning like any facilitated session so it might be good to practice with a trusted other first. Ask yourself, what would like the other person walking away 'thinking, feeling and doing' at the end of the conversation. Then consider how you will frame the conversation in terms of articulating the purpose and the desired outcome of the conversation. I'd like to chat to you about x and to think through y so we can perhaps agree x. Consider the specifics....What have you been experiencing? How is it impacting you? What factors seem to be at play? Finally own your request....this assumes you have reflected on same. From there the options and agreements will emerge.

Le burn-out a été une chance de faire différemment et de réaliser mon rêve . Je suis devenue entrepreneure, recruteuse indépendante . Je me sens alignée à mes valeurs et vraiment utile . Il faut toujours y croire même si en pleine tempête , c'était vraiment difficile . Je suis heureuse dans mon travail aujourd'hui et ne pense plus du tout à mon ancien employeur . J'avance avec le sourire dans mon nouveau job .

Some examples of things that could discuss with your seniors : I'd like to schedule a meeting to discuss some concerns I've been experiencing with my workload and well-being. Lately, I've been feeling symptoms of burnout, such as mental and physical exhaustion, impacting my productivity and motivation. I believe redistributing tasks or adjusting deadlines could help alleviate some of the pressure. Your support in finding a solution would be greatly appreciated, as I remain committed to contributing effectively to the team's success. I'll follow up with an email summarizing our conversation and any action items we've identified. Thank you for your understanding.

The term Burn-out applies in an occupational works context. It is a broad term people use to express how they are feeling and it can cover a multitude of health matters. The World Health Organisation defines burn-out as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” (WHO ICD-11) WHO detail three key watch items to be aware of; “1. feelings of energy depletion or exhaustion; 2. increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and, 3. reduced professional efficacy.” Consultants and clients must keep up-to-date on research and legislation. A wellbeing aware Consultant and Client can mitigate risks and provide interventions.

Here, it's more towards being conscious about the work load on hand, expected enhanced situation in the weeks ahead and raise a flag well before it hits the roof. It's a normal skill expected, especially in a HR professional, which deals with both people and business, like two sides of a coin. By being proactive, you enable leadership to plan alternates, which supports uninterrupted business continuity.

En ocasiones, muchas de las funciones que se realizan en el puesto laboral son funciones que no se encuentran detalladas dentro de la descripción de puesto o de cargo sino funciones que se han añadido sobre la marcha. Considero importante y relevante, antes de cualquier charla tener en cuenta la revisión de la descripción de mi puesto y evaluar si es correcta o si requiere alguna modificación. Esto llevará a que dentro de las soluciones se pueda revisar como esta la estructura actual del equipo o departamento al cual pertenezco y evaluar que la carga operativa esté contemplada a nivel global, si requiere de algún tipo de reestructuración o podes establecer prioridades en el trabajo.

The term Burn-out applies in an occupational works context. It is a broad term people use to express how they are feeling and it can cover a multitude of health matters. The World Health Organisation defines burn-out as “a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.” (WHO ICD-11) WHO detail three key watch items to be aware of; “1. feelings of energy depletion or exhaustion; 2. increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and, 3. reduced professional efficacy.” Consultants and clients must keep up-to-date on research and legislation. A wellbeing aware Consultant and Client can mitigate risks and provide interventions.

Burnout affects us more often than we like to think. People are often scared to set healthy boundaries for fear of negative impact on their future prospects. Sometimes a simple change in scenery like working from home for a day or 2 with no distractions is all that is needed. Bear in mind that the aim of these conversations is to find the win win for everyone, so be honest and open to other suggestions, things can only improve when we communicate.