¿Qué hacer si tu equipo de externalización de TI está experimentando agotamiento?

First thing to do is to identify the issue so we know the root cause of the problem that we have, adjust workloads and deadlines, focus more on planning so we don't load and burnout the team. Always provide support to team members. Team building is very important also organizing activities, social events, or even virtual coffee breaks. Building strong interpersonal connections can help alleviate feelings of isolation and burnout. Finally we should monitor progress consistently and be ready to adjust our approach based on feedback and changing circumstances.

Missed deadlines and disengagement are valid red flags, but as the CEO of an outsourcing company, I'm acutely aware that burnout can manifest differently across cultures. Some team members may overwork out of a sense of obligation, silently enduring unsustainable hours. Others might express negativity in ways that seem counterintuitive to typical burnout symptoms. Train your managers on nuanced indicators of stress, and build relationships where your outsourced team feels empowered to voice concerns without fear of reprisal.

When team members start missing deadlines, producing lower quality work, or showing disinterest in their tasks, it's a clear indicator that something is amiss. As a leader, it's essential to be attentive to these signs and take proactive steps to support your team members' well-being before burnout escalates.

Empathetic conversations are critical, but words alone won't combat burnout. At Corpshore, we strive to show our outsourced teams that honest dialogue is valued and will spark tangible improvements. Be transparent about any company-level constraints you face, but be equally prepared to act on feedback. Can deadlines be adjusted where feasible? Are tools or processes causing unnecessary pain points? Even small-scale changes, driven by your team's input, demonstrate that a culture of listening is more than lip service.

Create a safe space for team members to voice their concerns and share their feelings openly. Listen attentively to their perspectives, validate their experiences, and offer support and understanding. Encourage honest communication and assure them that their well-being is a priority.

Sometimes, workload adjustments are non-negotiable. However, resist the urge to make top-down, sweeping changes. Involve your team leads in determining where task redistribution makes sense, or where short-term bottlenecks might be best addressed by temporary resources. This builds buy-in and helps prevent a 'bandaid' fix that might create new problems down the line. And, crucially, don't stop at the current crisis – implement tools or process improvements that help prevent future burnout cycles.

Encourage team members to prioritize self-care by taking regular breaks, disconnecting from work after hours, and utilizing their vacation time to recharge. Lead by example by modeling healthy work habits and respecting boundaries. Emphasize the importance of maintaining a balance between professional responsibilities and personal well-being to sustain long-term productivity and job satisfaction.