Tips for Better Burnout Prevention Conversations

Most leaders don't know how to initiate a burnout prevention conversation with employees. Not because they don't care — but because nobody taught them how. Here are six practical approaches for making these conversations easier, more productive, and genuinely useful.

Tips for making it easier

1 Acknowledge what's happening

Name anything that might be causing employees to feel stressed or overwhelmed — resource shortages, a challenging project, frequent changes. Just naming it shows awareness and builds trust.

2 Tell your own story

Recall a time when you were under real pressure. Tell them how you felt, what you did, and what you wish you'd done differently. Then tell them how you want them to handle it if they're struggling: "I want you to come talk to me. Let's figure it out together." End by committing to help them avoid what you went through.

3 Use language that lowers the threat level

Try something like: "I know there are times we might all be feeling a little toasted. My job is to make sure you're not heading toward burnt crispy. So from time to time I'll ask how you're doing — feel free to use the crispy meter." Humor, when used carefully, reduces the stigma around the conversation.

4 Make check-ins a regular part of one-on-ones

Ask: "What challenges are you facing?" or "What work-related things are keeping you up at night?" These aren't extraordinary questions. They're what a caring manager asks regularly.

5 Ask empowering questions — not just identifying ones

"What have you already tried?" — "What do you think needs to happen next?" — "How can I help?" These questions give the employee agency in the solution, not just visibility into the problem.

6 Follow up

Close the loop. See how things are going. Ask what else might be needed. The conversation doesn't end when the meeting does.

A place to start

Pick one of these tips to try this week. Just one. That's enough to begin creating a different kind of environment — one where burnout doesn't have to stay silent until it becomes a crisis.

A question for leaders

When was the last time you asked someone on your team how they were really doing — and created enough space for an honest answer?

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If you want to build a team culture where burnout can be named before it becomes a crisis — Carolon Donnally Consulting helps leaders develop the skills, language, and practices that make those conversations possible.

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Carolon Donnally, MSOD, PCC

Burnout Resistance Coach · Trainer · Strategic Organization Consultant

Carolon helps high-achieving leaders and mission-driven organizations do great work without burning themselves or others out. She is a former Head of Leadership Coaching at the IRS, holds an MSOD from Pepperdine University, and is an ICF PCC credentialed coach. Her work is grounded in 20+ years of real-world experience — and her own experience on the other side of burnout.