How about: * Listening to each person’s specific concerns carefully and in detail, and then applying as much creativity and empathy as possible to help them co

How about: * Listening to each person’s specific concerns carefully and in detail, and then applying as much creativity and empathy as possible to help them come up with a resolution? * Giving people increased responsibility and increased autonomy as a response to signs of burnout? * Quickly transitioning coddlers (who stifle growth), complainers (who destroy motivation), victims (who destroy alignment), braggarts (who steal credit and poison achievement) out of teams? * Managing the team competently so that forward progress is actually happening and the whole team can see it and sense it and take pride in it? * Ensuring that the team’s mission, the company mission, and business value are all aligned, and making the team stakeholders to give them agency? Personally, I find saying “the employees have burnout, they should work less and celebrate more” is pretty naive. It’s likely to make things worse. Burnout isn’t overwork. It’s more like hopelessness. Effort is being made but the emotional reward for visible progress towards a valuable goal is not forthcoming. It can feel like overwork, but it’s more the work to reward ratio that’s a problem.