Group burnout can occur when a team or organization experiences chronic stress, exhaustion, and a feeling of being overwhelmed. This can lead to decreased productivity, low morale, and even physical and mental health problems. It is important for leaders and team members to be aware of the signs of group burnout and to take steps to manage and prevent it.
From an Idoma perspective, group burnout results when members work at cross purpose within the group, resulting in many people not pulling their weight. The situation can quickly become toxic, with members expressing resentment and deep frustration. Indeed, some members simply work out of the group or stop contributing to the group altogether.
Here are some helpful ways to manage this situation.
- Prioritize self-care: Encourage team members to prioritize self-care activities such as exercise, meditation, and hobbies that promote relaxation and stress relief. Leaders can model this behaviour by taking breaks and practising self-care themselves. One Idoma adage says, ‘the person that gives birth can also die’
- Foster a positive work culture: Create a positive work culture that promotes open communication, constructive feedback, and recognition for accomplishments. This can help team members feel valued and motivated, reducing the risk of burnout. Members should be clear about the part they play and not believe they are spectators to be entertained.
- Set realistic goals and expectations: Set realistic goals and expectations for the team, taking into account workload and available resources. Unrealistic goals and expectations can lead to feelings of being overwhelmed and increase the risk of burnout. Leadership should understand and indeed encourage members to pursue other legitimate life pursuits outside group activities, eg business, career, and family goals.
- Encourage breaks and time off: Encourage team members to take breaks and time off when needed. Encouraging time off can help team members recharge and come back to work refreshed.
- Provide resources and support: Provide resources and support to help team members manage stress and burnout. This can include access to mental health services, flexible work arrangements, and employee assistance programs. This is why it is important for groups to examine what welfare support they produce during difficult socio-economic periods.
- Foster a sense of community: Foster a sense of community within the team by encouraging team members to support each other and work collaboratively. This can help team members feel less isolated and promote a sense of purpose and belonging. Members should consider using individual celebrations to connect or share with the group.
- Encourage feedback and reflection: Encourage team members to provide feedback and reflect on their work and the team’s progress. This can help identify areas for improvement and promote a sense of ownership and responsibility. All members must be protected from abuse to allow them to voice their feelings about the group.
Managing group burnout requires a proactive approach that prioritizes self-care, fosters a positive work culture, and provides resources and support for team members. By setting realistic goals and expectations, encouraging breaks and time off, fostering a sense of community, and encouraging feedback and reflection, leaders can help prevent and manage group burnout. Remember, the health and well-being of team members are crucial to the success of the team and organization as a whole.
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