How Long Does It Take To Recover From Burnout? A Guide for Managers

The number 1 question people ask me is how long it takes for your team to recover from burnout. 

Today I’ll tackle that question in today’s newsletter.

Meet John, a dedicated manager responsible for a team of ten people. Lately, he has noticed signs of exhaustion among his team members. 

In a recent team meeting, Mark and Jeff, two high-performing individuals, reached their breaking point. 

They were visibly tired, frustrated, angry, and broke down in their 1:1s. They both said they were looking for something else and were “fried.”  

Their family life was in shambles, and they weren’t spending time with their loved ones because of work demands.

Concerned for their well-being, John realizes the urgency of taking action and understanding how Mark and Jeff feel during this period. 

Plus, he knew if Mark and Jeff felt this way, the other members would be under pressure too. That wasn’t good. 

John contacted HR, but they told him he should tell the workers to consult the Employee Assistance Program (EAP). 

John knew that wasn’t enough, so he sought other resources.

If you've ever witnessed your team members reaching their limits, today’s newsletter will be helpful. 

First, what is burnout? 

Burnout is a debilitating state of chronic physical and emotional exhaustion resulting from prolonged stress and overwhelming demands. It can significantly impact an individual's overall well-being and performance.

How long does it take to recover? The recovery process will depend on the individual. It’s difficult to estimate the time needed to recover from burnout. 

Recovery from burnout requires time, self-care, and empathetic support. 

The first step in the recovery process is to acknowledge and validate the intense burnout experience Mark and Jeff are going through.

Thankfully, they shared their concerns during the 1:1s. The next step is action.

How can John help his team? 

Recovery from burnout requires a deliberate focus on rest and self-care. 

John should encourage Mark and Jeff to take time off to recharge, prioritize adequate sleep, engage in activities that bring them joy, and practice relaxation techniques. 

He can support them by encouraging them to set boundaries and then respecting those boundaries. Emphasize the importance of setting clear work-life boundaries and encourage them to disconnect from work during their personal time. 

To do this well, John can support his team in saying no and not working after hours. He can also model healthy work-life behavior too.

John can also look at the distribution of work. Monitor workloads to ensure they are manageable and realistic. Avoid the tendency to pile more work on high-performers like Mark and Jeff.

He can encourage Mark and Jeff to take uninterrupted time off work and mini-breaks throughout the year so they aren’t waiting for big vacations in the summer.  They both need a break from workplace stressors. 

Finally, John can provide onsite training for his team about the power of self-care to reduce burnout. In these workshops, his team can (1) understand burnout and stressors, (2) develop a self-care blueprint, and (3) learn stress reduction tools. 

Lock in your training here to boost your team’s performance using self-care.

Recovering from burnout is challenging, especially for individuals like Mark and Jeff, who have reached their breaking point. By acknowledging and validating their burnout experience and promoting rest and self-care, John can provide the necessary support for their recovery. 

Remember, with patience, understanding, and the right strategies, recovery from burnout is possible, and individuals can regain their passion, energy, and joy in their work.

That’s all for this week.

Always wishing you the best.

Dr. Beckford

PS.  Want to help your team avoid burnout? Grab your self-care transformation guide: here.