Understanding Team Burnout Through Project Management

That "high performer" on your team? They're not "pushing through." They're burning out. That sudden resignation? It wasn't sudden at all. They said "I'm fine" – right before they quit. Gallup research shows 76% of employees experience burnout at work. The real kicker? According to Harvard Business Review, managers consistently underestimate team stress levels by 40%. I created this burnout gauge after watching $150K+ talent investments walk away "without warning." The truth? Your people are signaling their position on this spectrum every single day: → 🟢 GREEN ZONE: Energized, Focused, Engaged, Balanced, Grounded → 🟡 YELLOW ZONE: Distracted, Drained, Irritable → 🟠 ORANGE ZONE: Exhausted, Overwhelmed → 🔴 RED ZONE: Checked Out (mentally already gone) The real cost of missing these signals? → SHRM data: Replacing talent costs $25,000+ per mid-level role → McKinsey research: Each departure = 3-6 months of lost productivity → Microsoft research: Burnout spreads through teams like wildfire Here are your action steps for each zone: 1️⃣ GREEN ZONE ACTIONS: Keep routines that work (don't fix what isn't broken) Take calculated growth chances (stretch without snapping) Repeat what works (systematize success patterns) 2️⃣ YELLOW ZONE INTERVENTIONS: Block focused work time (protect deep work from distractions) Schedule quick reset breaks (micro-recovery prevents macro-collapse) Re-align priorities (clarity reduces cognitive load) 3️⃣ ORANGE ZONE RECOVERY: Say no/delegate ruthlessly (stop the bleeding) Protect recovery time (non-negotiable boundaries) Share workload needs openly (vulnerability as strength) 4️⃣ RED ZONE RESCUE: Take real time off (not just weekends) Seek outside support (coaching, therapy, mentoring) Re-evaluate role fit and workload (structural solutions) Smart leaders don't just prevent burnout— they build sustainable performance systems where people can thrive long-term. Your mission this week: 1) Check where you are on this gauge 2) Identify where your key team members might be 3) Take ONE action from the appropriate zone today ♻️ Share this with a leader who thinks burnout comes “without warning.” ➕ Follow Will for systems that spot the signals before it’s too late.

A client once told me: “My team isn't burned out because of their workload. They're burned out because they don't feel their work matters.” I agree. Because burnout isn’t only about pressure. It’s about loss of purpose. Most people can handle long hours, tight deadlines, and hockey-stick change curves. As long as they believe their effort connects to something that matters. But when they can't see that connection? They lose energy. They disengage. They burn out. It isn’t the hours. It’s the hopelessness. Here’s the reframe: Leaders don’t have to erase pressure to prevent burnout. They have to restore meaning. → Make progress visible. → Tie tasks back to purpose. → Show people how their work is about value, not just volume. Because hope isn’t just about the future. It’s about showing that the present matters.

5 years ago, I hit “send” on a 2:13am launch recap, then stared at the screen, too numb to celebrate the win we’d chased for months. The next day, I asked a direct report how their “second week” was going. She gently reminded me that she joined two months ago. That was embarrassing b/c I pride myself on knowing my people and my team. And that was a wake-up call. Hitting pause felt reckless at first, but stepping away, sleeping more than 4 hours, and delegating tasks changed everything. Our pipeline didn’t collapse.  Our creativity actually spiked.  And our team morale was better than ever. Now “2:13 a.m. syndrome” is my shorthand. I always make sure to check in with my team regularly in 1:1s for the earliest signs of fatigue, and we course-correct before burnout happens. Burnout is a serious issue in the B2B space, especailly now with how fast things are moving. And this can have a significant impact on you and your team's productivity and morale. It's important to recognize the warning signs and have a plan for if/when you have to deal with it. 𝐒𝐲𝐦𝐩𝐭𝐨𝐦𝐬 𝐲𝐨𝐮 𝐦𝐚𝐲 𝐛𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐢𝐧𝐠 𝐛𝐮𝐫𝐧𝐨𝐮𝐭: 1. Increased fatigue and fatigue that persists even after rest  2. Loss of enthusiasm or motivation  3. Feelings of apathy or detachment  4. Negative thinking or outlook  5. Difficulty concentrating or remembering  6. Decreased productivity or quality of work  7. Physical signs of stress, such as headaches or stomachaches  8. Increased irritability or impulsiveness  9. Changes in sleep or appetite  10. Increased reliance on substances such as alcohol, drugs, or cigarettes 𝐖𝐚𝐲𝐬 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐛𝐮𝐫𝐧𝐨𝐮𝐭 𝐨𝐫 𝐦𝐚𝐧𝐚𝐠𝐞 𝐢𝐭 𝐢𝐟 𝐲𝐨𝐮'𝐫𝐞 𝐝𝐞𝐚𝐥𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐢𝐭 𝐫𝐢𝐠𝐡𝐭 𝐧𝐨𝐰: 1. Take regular breaks throughout the day  2. Get adequate sleep and rest  3. Exercise and eat healthy meals  4. Practice relaxation techniques such as deep breathing, yoga, or meditation  5. Connect with friends, family, and colleagues  6. Set boundaries between work and home life  7. Prioritize tasks and delegate when necessary  8. Practice self-care, such as taking a walk, reading a book, or getting a massage  9. Talk to a mental health professional for additional support  10. Develop a support network of people who understand your work and personal life 𝐖𝐡𝐚𝐭 𝐰𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐚𝐝𝐝? 😊

Last week I advised a client to not pursue a grant opportunity. Not because the mission didn’t align. Not because they couldn’t put the funds to good use. But because the reporting requirements would’ve overwhelmed their small team. When we let “mission first” become “people last,” we build cultures that quietly break even the strongest people holding mission up. And if we say yes to mission at the expense of people, the mission eventually suffers too. 𝗧𝗵𝗲 𝘁𝗿𝗮𝗽 𝘄𝗲 𝗳𝗮𝗹𝗹 𝗶𝗻𝘁𝗼: We tell ourselves we’re doing important work. And we are. But somewhere along the way, that noble purpose can get twisted. Rest is selfish. Burnout is the badge. We’re 𝘯𝘰𝘵 𝘥𝘰𝘪𝘯𝘨 𝘦𝘯𝘰𝘶𝘨𝘩 unless we’re 𝘥𝘰𝘪𝘯𝘨 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨. That mission matters more than health, relationships, sleep. Here are five warning signs that mission-first has quietly become people-last: 1. You feel guilty when you schedule down time. (Your team will notice and it becomes culture). 2. You’re constantly exhausted, but you rationalize it as needed for your mssion. 3. Your team mirrors your stress. 4. You postpone rest until “after the next big thing.” 5. Noone wants your job. In fact, they tell you they couldn't do what you do.     You’re not failing if you want to change. 𝗔𝗻𝗱 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗱𝗲𝗳𝗶𝗻𝗲 𝗮 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗽𝗮𝘁𝗵. Success isn’t working 70 hours a week to keep the lights on. It’s building something that lasts, something the leaders coming behind you want to take up. That can look like: • Set realistic work hours. There will be weeks where you have to dig deep, yes. Those can be rare, not the norm. Try something like my capacity calendar for a clear visual of your work flow (image). • Say no to “good” opportunities that come at a cost to team well-being. • Protect time for deep work. • Schedule real vacations. With real boundaries like no email. • Lead your mission in a way you'll still 𝘸𝘢𝘯𝘵 to five years from now. • Build time into your weekly calendar for your health and wellbeing. And show your team that you value it. • Create a leadership position that other people want to take up.    It’s not perfect. you'll still overwork sometimes. But you can notice. And course-correct. Because you can lead a mission without losing yourself. Or building a culture of burn out for your team.

This Burnout Briefing, brought to you by Work y Más, is about August — that odd in-between month. Summer’s not over, but fall’s already tapping you on the shoulder. Maybe you’re squeezing in one last trip, getting a kid (or yourself) ready for the next chapter, or staring at a jam-packed calendar with the question I’ve been sitting with: What if the way we fight burnout is all wrong? Most leaders assume the fix is bigger systems, more processes, new playbooks. But what if the real solution is smaller and simpler? Small shifts to steady ourselves that beat big recoveries. Last year, I worked with a company that doubled its headcount. On paper, everything looked great. But behind that growth? Full-on burnout. One leader said, “We’ve outgrown our systems but not our habits.” We didn’t need another big solution. We needed rhythms people could actually keep. 1. Check-ins, not slide decks. Forget the glossy updates. Five minutes of honesty beats 50 slides of spin. 2. Three priorities. Max. Because if everything’s important, nothing is. Overwhelm is the fastest road to burnout. 3. Better questions, every week. “What do you need to do your best work?” “What’s in your way?” “What support do you need?” These spark action, not eye rolls. 4. Real-time feedback. Not the once-a-year exam nobody trusts. Say it now, fix it now, move on. Updates turned into real conversations. Shared language like “This is messy,” “This might not work operationally,” and “What problem are we solving?” took the sting out of tough moments. Small shifts, tested together and tweaked in real time, kept the team moving forward. Were they glamorous? Nope. However, the research tells us that burnout costs employers $4,000–$21,000 per person per year — more than $5M for a 1,000-person company. https://lnkd.in/eJbAEMdJ? What we learned: those small shifts and new rhythms steadied the whole team. You don’t need a massive overhaul. Sometimes, it’s as small (and radical) as asking better questions, making space for real answers, and creating rhythms worth sticking with. Before the fall chaos hits, try one small shift this week. See what opens up. More reflections like this drop bi-monthly in the Burnout Briefing, powered by Work y Más. Read and sign up here: https://lnkd.in/eyF7NMt7 #burntouttolitupbook #burnoutbriefing #leadership #work #wellbeing #futureofwork #workymas

A few years ago, my highest performer walked away. They didn’t quit because they couldn’t handle it. They quit because they couldn’t keep hiding it. No complaints. No signs. Just a polite goodbye and a short note: "𝘐’𝘮 𝘵𝘪𝘳𝘦𝘥. 𝘐 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘧𝘦𝘦𝘭 𝘭𝘪𝘬𝘦 𝘮𝘺𝘴𝘦𝘭𝘧 𝘢𝘨𝘢𝘪𝘯." I never saw it coming. They hit every KPI. Showed up early. Encouraged the team. But beneath the surface? They were drowning in silence. Here’s what I’ve learned: - Just because someone is performing doesn’t mean they’re okay. - High-functioning burnout looks like excellence, until it doesn’t. - "You good?" needs to mean more than a passing check-in. Leaders must look for signs—not just stats. Your best people won’t always ask for help. Sometimes, the strongest are the quietest. ❓ Are you checking in with your team—or just checking their output?

Burnout doesn’t just affect individuals—it weakens entire teams.  A few years ago, I overlooked the warning signs of burnout in my team.  Deadlines were being met, but at a cost I didn’t see until it was too late.  The truth?   ⤿ Ignoring burnout didn’t just hurt my team—it affected our long-term success.  Here’s what I learned:  • Pushing through exhaustion isn’t sustainable → It’s a recipe for collapse.   • Leaders need to prioritize well-being as much as results.   • Preventing burnout starts with listening and acting on what your team needs.  The result?   A healthier, more engaged team that could thrive without hitting a breaking point.  Burnout isn’t a sign of weakness—it’s a signal that something needs to change.  Do you think well-being should be a core part of leadership? Share your thoughts below!  #leadership #teamwellbeing #burnout #workculture