Aquí un par de ideas: 1 Hay que ser empaticos y escuchar la razón del porque no quiere participar en la sesión de Team building, 2- una vez que has hecho contacto es importante hacerle ver a la persona como es que su participación activa contribuye al alcance de objetivos (darle significado) y como es que a través de la sesión puede desarrollar o fortalecer alguna habilidad. 3- invitarlo a apoyarte quizá en la organización o en la observación de la sesión… hay que descubrir si tiene algún talento que aún no has visto en la persona

Reignite their participation by having a one-on-one conversation to understand their concerns and workload. Offer support by adjusting tasks or providing time for recovery. Make team-building activities more flexible, focusing on enjoyable, low-pressure interactions. Recognize their efforts and contributions to rebuild motivation. Encourage gradual involvement by aligning activities with their interests and comfort level.

Burnout is highly common in sales due to high targets and competition. Having worked in sales and led teams, I understand how it feels. When I notice burnout, I start with a private one-on-one chat, no pressure, just listening to their concerns. For example: A team member once felt overlooked after others were praised. I reminded them of their wins and value, which quickly boosted their confidence. What’s worked for me: 1. Celebrate wins – Recognize their efforts. 2. Offer flexibility – Let them re-engage at their pace. 3. Check in often – Provide ongoing support. Empathy and recognition keep teams motivated.

Outra estratégia eficaz é introduzir atividades de equipe focadas no bem-estar, como workshops de mindfulness ou redução de estresse, que oferecem ferramentas para gerenciar o estresse e criam um ambiente de apoio, permitindo que os membros se reconectem no seu próprio ritmo. Além disso, implementar programas de suporte entre colegas pode promover a colaboração e comunicação informal, tornando a equipe mais inclusiva e menos pressionada. Para complementar, reconheça conquistas individuais de forma personalizada, como notas de agradecimento privadas ou reconhecimento público, e estabeleça metas de curto prazo alcançáveis, criando um equilíbrio que eleva o moral e reacende a motivação.

Tento mostrar ao membro da equipe o quão importante é a sua presença nas discussão durante o treinamento. Depois, uso eventuais participaçãos deste membro como plataforma para complementar um pensamento, mostrando que realemente a participação dele foi exitosa. Assim, espero reacender a sua participação, mostrando que esse membro é peça fundamental no treinamento.

Start by checking in personally — empathy is the secret sauce! Offer a judgment-free chat to understand their burnout. Adjust workloads if needed and respect their space. Revamp team-building activities to be more inclusive and stress-free — think casual coffee chats, gamified quizzes, or low-pressure outdoor strolls. Highlight the benefits of participation without being pushy — focus on fun, relaxation, and connection. Lead by example, showing enthusiasm and sharing your experiences. Finally, celebrate small wins like their participation, even if it’s a baby step. People often need a spark, not a spotlight, to reignite their energy!

If a team member is burnt out and avoiding team-building exercises, I would approach the situation with empathy and understanding. First, I would have a one-on-one conversation to listen to their concerns and acknowledge their feelings of exhaustion. It’s important to validate their experience and offer support, such as adjusting their workload or providing time for recovery. I’d also emphasize that team-building exercises are meant to be enjoyable and beneficial, so I would try to tailor future activities to be more aligned with their preferences. By fostering a supportive environment, I can reignite their participation without adding additional stress.

To address burnout and encourage participation, have a one on one conversation to understand their concerns and workload. Offer support by adjusting tasks if needed and involve them in designing team activities that align with their interests. Ensure the activities are inclusive and stress free.

One thing I found helpful is building a good relationship with team. So when such situation came your team member should feel free to have a heartily conversation with you and then you both can work on fixing that.

In my experience, gradually reintroduce the benefits of active engagement for team building exercises but encourage communication, so that each member feels heard and/or valued. Outline a suggested action plan that is practical but team-member led to optimize participation. Also, seek input for reflections as to what worked and what are some blind-spots inadvertently missed previously? The preceding constructive opportunity enables corrective actions moving forward, thus strategically maximizing buy-in.