Have the direct, humane conversation with a person who is already at the edge, offering real relief rather than sympathy, and know the line where a personal crisis exceeds what a manager should hold.
Use it for the individuals the burnout read flagged as most at risk, once load changes are at least decided.
If the person is in genuine personal crisis, mental health, grief, a crisis at home, anything beyond work strain, that is care for a human being that belongs with a professional, not a performance conversation. Help them to appropriate support rather than trying to be it yourself. Where someone may be at risk, act on that at once.
The rule: a burned-out person needs relief and to be seen, not a pep talk. And a person in crisis needs a professional, not a manager playing one. Know which conversation you are in.
Your answers stay in your browser on this page and are never sent anywhere. Use Save or print to keep your copy.