To prevent team burnout, I focus on creating a supportive and sustainable work environment. Some effective strategies include: 1. Regular check-ins: I prioritize one-on-one meetings to understand team members' workloads, concerns, and personal well-being. This helps catch signs of burnout early and provides opportunities for intervention. 2. Encouraging work-life balance: I promote a healthy balance by setting clear boundaries between work and personal time, ensuring team members take regular breaks and vacations. 3. Recognition and appreciation: Celebrating small successes and recognizing hard work boosts morale and makes team members feel valued, which can reduce feelings of burnout. .

Motivational interviewing can be transformative in addressing burnout. By actively listening and guiding team members to discover solutions that align with their own values, MI fosters a supportive environment where they feel empowered to take steps toward balance and well-being.

Motivational interviewing (MI) can be a great tool for helping a burned-out team reconnect with what drives them. By using MI, you can have open, empathetic conversations where team members feel truly heard. Ask questions that help them explore their personal goals and reasons for being in healthcare, letting them reflect on what’s meaningful to them. This approach empowers them to voice their frustrations and find ways to manage stress. Focusing on each person’s strengths and motivations can reignite their sense of purpose and remind them why they chose this work, helping them feel supported and reenergized.

I think that It gives your team a space to talk openly about what’s wearing them down, and reconnect with what brought them to the job in the first place. It’s not necessarily about dumping solutions on them, it can sometimes just help them figure out their own answers, so they feel in control again. Burnout is tough and most people don't realise they even have it, subtle signs like lack of enjoyment in activities that you used to find fun, avoidance of social interaction, always feeling tired even after a good nights sleep etc. I think that in todays world this is something we should all be more aware of in our own environments, pay attention to the signs.

I find when my colleagues are feeling burnt out, just being there for them to talk to and express their feelings is important. Helping them to release their stress and worries. Talking to others who really listern, understand and have empathy is priceless! Also encouraging them to find solutions to their problems by working within their own individual strengths, making plans and setting small, achievable goals to encourage positivity.

To add to that, Reframe Challenges • Help team members reframe negative thoughts into opportunities. For instance, instead of focusing on burnout, ask, “What are some small adjustments we can make to help you feel more balanced?” Explore ambivalence about work or goals without judgment. • Ask, “What are the pros and cons of continuing with this current workload or pace?” • Break down larger objectives into smaller, manageable tasks. • Ensure team members feel their goals are attainable. These could be some of the additional steps to avoid burnout with teams

Through open-ended questions and reflective listening, it encourages them to explore their feelings, identify the sources of their burnout, and articulate their intrinsic motivations for overcoming challenges. This approach helps reframe negative emotions, build self-awareness, and empower individuals to take small, manageable steps toward recovery, while reinforcing their sense of autonomy and control in improving their well-being. It can also promote a collaborative effort to create realistic, supportive solutions tailored to the team's needs.

Motivational interviewing can be transformative for addressing burnout because it shifts the conversation from “fixing” the problem to empowering the person. When leaders use MI, they create a safe space for team members to openly explore what’s draining or inspiring them. By helping individuals articulate their own values and align their work with those values, MI doesn’t just tackle burnout symptoms but fosters deeper, more intrinsic motivation.

We can facilitate burnout prevention on an ongoing basis. Motivational interviewing skills are a part of that process. A leader can practice active listening, support self efficacy, and recognize the groups strengths. When leadership institutes these practices it’s less likely “emergency” burn out prevention strategies will be needed.